Overview
Two of the most important parts of a mentor/mentee relationship is giving and receiving feedback. The Facility Manager Leader Program FMLP provides some good advice to keep in mind when doing both.
Feedback
A.R.E. U. R.E.A.D.Y. to receiving feedback
&
E.X.P.R.E.S.S. I.T. when giving feedback.
Receiving Feedback |
Giving Feedback |
|---|---|
| Accepting: accepts the feedback without denial | Explanatory: feedback is focused on behavior that can be changed rather than personality |
| Responsive: willing to hear what is being said without turning the tables | Explicit: the focus of the feedback is clearly stated |
| Engaged: interacts appropriately with the speaker, asking for clarification when needed | Perceptive: feedback is delivered with sensitivity to the needs of the other person |
| Unguarded: openly listens without frequent interruptions or objections | Respectful: feedback should be given in a respectful manner |
| Respectful: recognizes the value of what is being said and the speaker’s right to say it | Effectual: feedback is intended to be of value to the other person |
| Earnest: Genuinely wants to make changes if appropriate | Surroundings: feedback should be given in non-threatening, comfortable surroundings |
| Active Listening: listens carefully and tries to understand the meaning of the feedback | Supportive: feedback is delivered in a non-threatening manner |
| Determined: committed to understanding the behavior that has led to the feedback | Illustrative: feedback can be clearly illustrated using examples |
| You: Understand that this process is to help you, not criticize you | Timing: feedback is most effective when given as close to the event as possible |
Links
- Check out the Mentor, Mentorship, and Mentoring Resources in the NPS page to access curated resources that will help you become either a mentor, mentee, or both!
- Access additional CLP resources on Mentoring.
- Find an informal mentor in the CLP Commons!