Methods > Communicate > Giving and Receiving Feedback

Giving and Receiving Feedback

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Contributed by Verena Roberts

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Format: Workshop


This workshop will teach you how to understand effectively give and receive feedback leveraging the Johari Window model.

Learning Objectives

  • Understand how to ask for feedback to change a behavior or develop a skill.



Activity – Johari Window

  1. Describe the circle of trust to your group.  When you create a circle of trust, you create a promise to everyone in the group, that the messages shared within the circle are private, confidential, authentic and shared with good  intention. Key Message:   Anything said within the workshop by anyone needs to stay private and confidential. (don’t break the circle).
  2. Walk participants through the power point presentation (slides 2-5 only).  For each slide, ask participants to share  – in open discussion or with a partner, examples of each ‘box’.
  3. Discussion – Ask people to consider the Johari Window, and share thoughts on what would be key things to think about when GIVING feedback.  When Receiving it?

Activity  – Giving & Receiving Feedback

  1. Split people into groups of 3.  Setup the activity:   Person 1 & person 2 will give and receive feedback, and person 3 will observe. If possible, try to give the role of #3 to someone who has engaged in discussion and appears comfortable speaking in front of others.
  2. Ask #1 to tell one of their first happiest memories from childhood.  (1 minute)
  3. Ask #2 to give feedback on their story. Important: Encourage thoughtful feedback – avoid negative language, or personal criticism. (1 minute)
  4. Ask #3 to describe what they observed when number 1 or 2 gave and received feedback.  Encourage this person to describe behaviors, words, actions and general manner of their peers giving and receiving that feedback.
  5. Switch ‘roles’ as time permits.
  6. Ask the group to describe their experiences as:
    • Feedback-giver
    • Feedback-taker
    • Feedback-observer
  7. Lead the group in identifying ‘guidelines’ for giving and receiving feedback (writing on poster board, or other visible place).

NOTE: Potential Challenges with this workshop

  • Some things are perhaps better not communicated (mental health, or health problem, abuse)
  • Some people may give feedback that goes further than we desire  – or become too personal.
  • Some people may react negatively.
  • Some cultures have very open and accepting approach to feedback, others do not (work within these).
  • Some people may take feedback offensively.



Figure 360-degree feedback CC BY 2.0 by Jurgen Appelo