19. When I receive unfavorable feedback
A. I note where I need to improve.
B. I get angry and defensive.
C. I deny the problem, make excuses, or plead ignorance.
Best answer: A.
When you receive feedback, it's important to know what you do well, but it's equally important to know where improvements can be made to increase your chances for success. Few people do everything well, and you've undoubtedly heard the saying - "No one is perfect."
Simply make note of "weak" areas (we all have them!) and make changes needed. Receiving honest feedback is truly "a gift." It usually means someone cares and wishes to see you succeed.
20. When I give a person negative feedback
A. I focus on the person's observable work or behavior and offer suggestions.
B. When I give a person negative feedback, I focus on what I don't like about the person.
C. I simply tell the person what to do right.
Best answer: A.
When you give negative feedback, you should focus on and communicate your observations of the person's work or behavior, not focus on nor judge the person. Focus on performance, not personality (or personal traits).
After sharing your observation about the person's work or behavior, offer a suggestion in a tactful way. Consider these examples:
Example 1:
"The forms you completed were thoroughly done (positive lead), but I notice (observation) there are a few spelling errors (work feedback). Perhaps they can be corrected with correction fluid (suggestion)."
Important: Notice it says - "...there are a few spelling errors" instead of - "you made a few spelling errors." Leave out "you" whenever possible.
Example 2:
"Your presentation covered the main points very well (positive lead), but I noticed (observation) contact information was left out (work feedback). I wonder if it might be good to include a contact name and phone number (suggestion)."
Notice it says - "...contact information was left out" instead of -"you left out contact information." It avoids using "you."
Example 3:
"I like your ideas (positive lead), but it appears (observation) the delivery (communication style or behavior) weakens them. Perhaps they could be written down and handed out to everyone to review (suggestion).
Notice it says - "...the delivery weakens them" instead of - "you weaken them." It avoids using "you."
21. When I give a person negative feedback,
A. I do it around others so everyone can hear.
B. I do it in front of the supervisor.
C. I talk with the person alone in a private place.
Best answer: C.
It's always best to meet the person privately and away from other people so others can't hear.
22. When I disagree with a person,
A. I listen first, ask questions for clarification, then disagree non-judgmentally.
B. I quickly point out the person is wrong and why.
C. When I disagree with a person, I say little or nothing.
Best answer: A.
It's fine to disagree, but it's important to disagree agreeably.
This means you should:
1) show respect for the other person's ideas,
2) listen attentively until the person is done,
3) ask questions if needed,
4) disagree non-judgmentally, and, if possible,
5) offer an alternative solution.
Consider these examples:
"I respect your view, John, (shows respect) but I think the problem is due to a lack of time (point of disagreement). One way to solve the problem might be to computerize repair reports (offered solution)."
"I hear what you're saying (shows respect), but it seems the staff would do better, not worse, with flextime schedules (point of disagreement). I would suggest we try it for six months (offered solution)."
23. When I'm in a group,
A. I tend to frown a lot.
B. I tend to smile and use humor at appropriate times.
C. I tend to be serious.
Best answer: B.
At appropriate times, it's always good to smile. And when used at appropriate times and in appropriate ways, humor is beneficial for group dynamics. Humor helps "break the ice" when people first meet. Humor helps relieve stress and tension. A humorous observation and comment helps lower the heat when a heated discussion gets too "hot." And most importantly, humor helps build team cohesiveness.
If you observe people at a gathering, you'll notice people naturally gravitate toward people considered "approachable." Approachable people are the ones who smile; they are the ones who add humor and lightness to conversations; and they are the ones who make fun of themselves in a self-deprecating and humorous way. In any group setting, smiles attract, and humor bonds people together. Do you know a good joke?
Idea: If you're like many people who have difficulty remembering humorous lines, puns, anecdotal stories, or jokes, consider creating a humor file. Clip and save humorous jokes, stories, and puns from the newspaper. Write down and save jokes and funny stories you hear. Your file will be a good resource to draw from for upcoming social events and gatherings.
This last item has four choices (A, B, C or D). Which one best describes you?
24.
A. I'm a "hands-on" person. I tend to:
prefer hands-on experiences and activities;
focus on tasks to be done;
refrain from discussions;
think in a logical and organized way;
do things in an orderly way;
have difficulty adjusting to change.
B. I'm a "thinker." I tend to:
enjoy listening to a logical presentation of ideas;
enjoy analyzing problems and finding systematic ways to solve problems;
enjoy creating models based on theory and information;
like structure and organization;
act slowly in making decisions;
show more interest in ideas than people.
C. I'm an "explorer." I tend to:
try things by trial and error;
explore practical uses for ideas and theories;
make decisions that provide quick solutions;
decide quickly;
take risks;
enjoy change;
rely more on people for information.
base views and opinions on feelings;
enjoy tossing around ideas (brainstorming);
approach and view problems and experiences from different perspectives;
rely on intuition, not logic, for making decisions;
dislike structure.
Best answer: The one that fits you!
The four choices above describe and identify four communication (and learning) styles, and no one style is better than the other. This part of the exercise merely serves to illustrate how people can (and do) think, act, learn, and communicate differently. Each person in a group may have a different style.
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