Giving and Receiving Feedback Flashcards
7 cards from real Soft Skills - Communication practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Giving and Receiving Feedback flashcards as text
When giving feedback to someone who becomes defensive, the best immediate response is to:
Answer: Pause and acknowledge their feelings before continuing
Acknowledging the emotional reaction helps de-escalate defensiveness and keeps the conversation productive.
Which of the following best describes 'feedforward' as opposed to traditional feedback?
Answer: Suggestions focused on future improvement rather than past mistakes
Feedforward focuses on what someone can do differently going forward rather than critiquing past behavior.
A colleague gives you vague feedback like 'your presentation was fine.' What is the most effective response?
Answer: Ask specific questions to get more actionable details
Asking clarifying questions turns vague feedback into actionable information you can actually use.
Which statement best illustrates the concept of 'separating the person from the performance' in feedback?
Answer: 'Your report missed three key data points.'
Focusing on specific behaviors or outcomes rather than character traits keeps feedback objective and actionable.
When is peer feedback most effective in a workplace setting?
Answer: When peers have direct observation of each other's work and a trusting relationship
Peer feedback works best when grounded in direct observation and mutual trust, making it specific and credible.
The primary purpose of a feedback loop in professional communication is to:
Answer: Ensure the message was received and understood correctly
A feedback loop confirms that the receiver accurately understood the sender's message, preventing miscommunication.
When receiving critical feedback, which internal practice most supports a growth mindset?
Answer: Treating the feedback as information to learn from
A growth mindset reframes critical feedback as valuable data for development rather than a personal threat.