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CC Manual – Project 2

TM Abdel Rahman El Hosseiny  |  Feedback

Toast Master of the day, ladies and gentlemen, good evening.


How many of you remember the last time you received a feedback from someone? Do you remember your feelings afterwards? How many of you remember when the last time you gave a feedback to someone?


By the end of the speech you will identify the fundamental elements of an effective feedback are.



Feedback is a natural process, it exists everywhere, think about the annual appraisal, the elections, revolutions, stock values, global warming; they are all different forms of feedback.


The feedback brings people back on track, in the corporate life; Statistics shows that 25% of performance comes from goal settings and 75% from feedback.

No response problems: people will never know whether they are on track or not and problems will become biggers.


Forms & Types

There are two types of feedback, Positive and constructive; There are different forms of feedback, starting from an informal conversation over a coffee, task review, or formal appraisal.


Example of a poor feedback:

Do you consider this feedback! At the end of the week, by the way, dong good…


You may think you did something good and Alfred is motivated. The consequence of this feedback is people will feel how good “you” are NOT how good they are.



In order to give a feedback you need to have a clear goal; goal setting is an essential step in professional and personal life. Tell your people right from the beginning that you are going to let them know how they are doing regularly. And start to watch and monitor people performance and attitude against a specific goal.


People should make something good 1st in order to have a positive feedback, once they do go to them personally and invite them for a discussion, make eye contact with them, and make them feel you care about them.


  1. Give a feedback immediately; don’t wait to the annual performance review.

  2. Be specific and factual; tell people what they did right in a specific situation and what did you like about their behavior and performance.

  3. Be fair and consistent; give praising even if things are not going well with you in other things, otherwise they will live in a complete ambiguity and will never know what the right thing to do.

  4. Tell people how you feel about what they did, and how it helps the organization.

  5. Stop for a moment of silence to let them feel how good you feel.

  6. Encourage them to do more of the same.

  7. Shake hands in a way to make them feel you support their success.


Example of an effective feedback:

Alfred, I really appreciate your dedication and sense of responsibility yesterday to finish the client’s report on time. I feel you are a person I can depend on in tough situation. You should be proud of yourself, keep it up in your next proposals.


Your aim is to help people reach their full potential, catch them doing something Right. Most manager spend their time catching their people doing something WRONG.


And what to do when they did something wrong? It is the time for a constructive feedback.

Examples of a poor feedback:

“Alfred, YOU are a careless person and you cannot deliver on time, if you are not able to manage yourself, how do you expect to manage others, if you think you will be promoted this year then you are dreaming”.

Consequences of bad feedback is the person will talk about how bad you are and he will forget his attitude problem


  1. Remember first it should be done individually not in a group.

  2. Never attack the person, talk only about the behavior that will help not to be defensive.

  3. End the reprimand with praising, shake hands in a way to make them feel you think well of them but not of their performance in this situation.

  4. Realize that when a reprimand is over, it’s over.


If a person starts to argue with you, stop it right away and inform him this is not a discussion “ I am sharing my feeling about what you did wrong” If you need to discuss it later I will.


Example of an effective feedback:

Alfred, I felt you crossed the limits with your way to respond to the client additional requests. This is not an acceptable way to deal with our clients. I believe you were under extreme pressure to do that and I am sure you know how to avoid this in the future. You are a very valuable asset to the organization and I value your contribution. 


Remember, when you end a constructive feedback by a praising People think about their behavior not your behavior.


It goes everywhere

In the professional life should goes in all directions, peers, boss and subordinates.

In the social life, never assume your friends or your family can read your mind, go and gives them feedback tells them how do you feel.


Remember the fundamental elements; to do it individually, be specific, consistent and factual. Do it immediatly, discuss the behaviour not the person, tell them how do you feel and finally always end a constructive feedback with a praising. 


The best minute you spend is the one you invest in people; go and do it.


Hand it over to you.

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