How do I give feedback to an ENFP?
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How do I give feedback to an ENFP?
Giving feedback to an ENFP personality type Accompany constructive criticism with encouragement when giving feedback. Don’t be overly critical or harsh. Remember to be sensitive to ENFPs’ feelings by trying to keep things positive and light.
What is personality feedback?
Personality-assessment feedback represents modern means through which to follow ancient advice to “know thyself” (Emre, The personality brokers: The strange history of Myers-Briggs and the birth of personality testing.
What do ENFPs like talking about?
ENFPs are most of all interested in exploring new ideas and possibilities for the future. They love to brainstorm or toss around unique and offbeat theories to see if there’s any relevance behind them. They also enjoy being confided in by their friends and listening and offering advice.
How do I give feedback to my boss?
Tips for Giving Feedback to Your Boss
- Think about your tone. Watch your tone — sometimes giving feedback can make you feel vulnerable, and cause you to get emotional.
- Talk in person.
- Address it as soon as possible.
- Focus on work.
- Give feedback on one thing at a time.
- Be solutions-oriented.
- Give positive feedback, too.
What should I know before giving negative feedback to my boss?
You need to know what type of person your boss is, and how they will react to potentially negative feedback. It is inherently risky to comment negatively on the performance of someone in a position of power over you.
What is the ENFP personality in the workplace?
ENFP in the Workplace. These qualities show through at all levels of hierarchy, though much like other Diplomat personality types, ENFPs would prefer that there be hardly a hierarchy at all. People with the ENFP personality type possess warmth, creativity, and an open-mindedness that makes them excellent listeners.
What is the best way to give feedback to employees?
Remember that good feedback rules still apply. Your feedback should be honest and data-driven. Open with affirmative feedback and give constructive feedback with suggestions for improvement. Avoid accusations. “People react much, much better to specifics than to generalities,” Detert says.
How can trainers train managers to give effective feedback?
Train managers to always ask for feedback during regular check-ins with their direct reports and be thoughtful when responding or acting on it. Encourage them to take a step back and pinpoint what information might be missing. Explain that managers need to take time to acknowledge employees’ feelings, and try to see their point of view.