Feedback works best when it is expected and wanted
It can be overwhelming to receive feedback if you are not expecting it.
Agree on how you want to handle feedback—should it be given continuously or only at the end? A simple way to ask could be: “May I share my perspective on this with you?”
The three C’s of effective feedback: Concrete, Constructive, Caring
These principles help your group communicate clearly, focus on solutions, and strengthen relationships instead of letting conflict grow.
- Concrete: Make feedback specific and precise.
- Constructive: Emphasize solutions and development, not blame.
- Caring: Show respect and appreciation while addressing challenges.
Example: Disagreement on assignment structure
Concrete: Talk about specific examples rather than vague generalizations. In a conflict, frustrations can easily become general. Focus on specific examples, e.g., “Last time we had different ideas about the structure,” instead of generalizations like “you never contribute.” That way you talk about a specific situation and avoid blaming a person.
Constructive: Suggest ways forward, e.g., “Can we create a draft together, so we all agree?” The focus then becomes on solution and collaboration, not on blame.
Caring: Disagreements can easily harm relationships if you only criticize. By acknowledging each other’s contributions, strengths, and intentions, it becomes easier to resolve disagreements. Emphasize strengths, e.g., “Your introduction ideas are strong—we can build on them.”
On receiving feedback
Listen openly. Even when feedback follows the Three C’s, you may need to remind yourself that it is given with good intentions. Remember that feedback represents another person’s perspective, which can be useful even if you disagree.
And always remember to say “thank you.”