{"id":10145,"date":"2016-09-16T07:45:00","date_gmt":"2016-09-16T07:45:00","guid":{"rendered":"http:\/\/federicofioretto.biz\/en\/?p=10145"},"modified":"2021-07-23T17:02:15","modified_gmt":"2021-07-23T17:02:15","slug":"the-feedback-process-building-bridges-of-understanding-and-improvement","status":"publish","type":"post","link":"https:\/\/federicofioretto.biz\/en\/the-feedback-process-building-bridges-of-understanding-and-improvement\/","title":{"rendered":"The Feedback process: building bridges of understanding and improvement"},"content":{"rendered":"

One of the most relevant competences for a leader, in my experience, is that of fostering his\/her people’s growth, both personal and professional. This is beneficial in many aspects for the leader and his\/her project. It makes for more engagement <\/strong>from collaborators, more intelligent contribution<\/strong> to the achievement of goals, more productivity<\/strong>, more dedication<\/strong>… lots of benefits. How to achieve all this golden harvest? In my more than 30 years experience as a leader in organizations I found out that one of the most important tools is the feedback<\/strong> that a leader can give to his\/her collaborators. And also the establishing of a learning culture<\/strong> throughout the organization that makes a wide use of feedback processes.<\/p>\n

Since a share of my activity is about teaching communication and teamwork in healthcare, I had the immense benefit of drawing from the huge amount of research<\/strong> and experience that is available about communication and teaching skills in the field (although, sadly, we all more or less feel that many HC professionals have still little expertise in communication with patients…). That’s how I came across an excellent feedback model<\/strong> that I could later apply in any organizational context: the ALOBA<\/strong> \/Agenda-Led Outcome Based Analysis) model. It was developed my Kurz, Silverman and Draper (See: Kurz S.M., Silverman J.D., Draper J. (2005), Teaching Communication Skills in Medicine,<\/em> Radcliffe Publishing). Originally it was developed to teach communication skills to medical students, and in\u00a0a university context, thus it deals with how to give feedback to students observing their interaction with patients either in real consultations or in role-plays.<\/p>\n

Later on I have implemented it in either healthcare and business organizations like in any other kind of leader-collaborator or leader-team situation and it works magnificently. In this post I will briefly point out the main features of a good feedback process that helps the leader fulfill his\/her pedagogic (not at all paternalistic!) mission of fostering his\/her people growth<\/strong>. Finally I will list the 6 steps of the ALOBA-inspired feedback process that I apply in organizations (with enormous gratitude to Kurz & Silverman from whom I have directly learned the original one). Let’s start with the features. A constructive feedback process has these ones:<\/p>\n