Questions and Answers
What are 'upgraders' in feedback language?
Downgraders are used to intensify feedback.
False
Match the types of language with their purpose in feedback:
Upgraders = Amplifying feedback severity Downgraders = Softening feedback impact Non-judgmental language = Creating a supportive environment Active listening = Understanding a mentee's reaction
What should you do if the feedback makes someone feel defensive?
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Using upgraders in a direct communication culture can be counterproductive.
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Which phrase illustrates the use of downgrading language?
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Study Notes
Feedback Considerations
- Cultural influences significantly impact the delivery of feedback, especially in multicultural settings.
- Limit the use of upgraders (amplifying words) and downgraders (softening words) to accommodate cultural sensitivities.
Upgraders and Downgraders
- Upgraders: Words like "absolutely," "definitely," or "extremely" can intensify feedback but may seem harsh in cultures favoring indirect communication.
- Downgraders: Words like "somewhat," "possibly," or "could" soften the message, making it less direct and suitable for cultures where direct criticism is discouraged.
Practical Examples
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Using Downgraders:
- Feedback without downgraders: "You are not managing the classroom time effectively, disrupting the learning process."
- Feedback with downgraders: "I think there might be a few opportunities to perhaps manage the classroom time a bit more efficiently."
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Using Upgraders:
- Feedback without upgraders: "Your presentations need to be more engaging."
- Feedback with upgraders: "Your presentations definitely need to be more engaging; it's crucial to capture students' attention immediately."
Understanding Cultural Context
- Acknowledge the cultural background of the individual or group to determine the preferred feedback style (direct vs. nuanced).
- Adjust feedback intensity based on the urgency of the issue; critical matters may require upgraders for immediate action.
- Balance feedback by recognizing positives even when using strong language, ensuring constructive criticism is understood in softened terms.
Defensive Reactions to Feedback
- Coaches and mentees may respond defensively to feedback. Redirecting this behavior involves:
- Active Listening: Understand coachee's or mentee's reactions without judgment.
- Articulation: Non-judgmentally articulate their feelings and concerns about the feedback.
Exploring Emotional Responses
- Use non-judgmental language to delve into the individual's feelings about the feedback.
- Ask open-ended questions to uncover specific concerns, such as "Can you help me understand what parts of the feedback felt particularly off-target to you?"
Acknowledgment and Empathy
- Validate the individual's emotional response and express understanding, even if feedback was intended constructively.
- Examples of empathetic statements include, "I see that this feedback has made you feel judged, which wasn't the intention."
Refocusing the Conversation
- After acknowledging feelings, gently shift the discussion back to constructive elements and actionable solutions.
- Promoting a supportive dialogue encourages coachees or mentees to engage in identifying areas for improvement collaboratively.
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Description
Explore the nuances of delivering effective feedback in diverse cultural settings. This quiz delves into the use of upgraders and downgraders, and how they can impact communication. Gain insights into practical examples that illustrate these concepts.
