{"id":1966,"date":"2025-06-22T22:12:57","date_gmt":"2025-06-22T20:12:57","guid":{"rendered":"https:\/\/walk-your-talk.be\/feedback-comment-sy-prendre\/"},"modified":"2025-06-22T22:12:57","modified_gmt":"2025-06-22T20:12:57","slug":"feedback-comment-sy-prendre","status":"publish","type":"post","link":"https:\/\/www.walk-your-talk.be\/fr\/feedback-comment-sy-prendre\/","title":{"rendered":"Feedback : comment s’y prendre ?"},"content":{"rendered":"

Le feedback en dit long sur l’effet de notre comportement sur les autres. Nous rassemblons ici quelques points de vue essentiels sur la mani\u00e8re de donner et de recevoir du feedback. <\/strong><\/p>\n

Le feedback est important car il constitue une opportunit\u00e9 d’apprentissage. Un feedback valorisant peut renforcer notre confiance en nous et notre sentiment d’estime de soi. Un feedback constructif peut, quant \u00e0 lui, s’av\u00e9rer crucial pour am\u00e9liorer les performances. Donner et recevoir du feedback est donc une condition indispensable \u00e0 l’apprentissage. <\/p>\n

Bien donner du feedback<\/h2>\n

\u00c0 quoi faut-il penser lorsque vous donnez du feedback ? Assurez-vous que votre message soit clair : dites des choses concr\u00e8tes, de mani\u00e8re constructive. Donnez \u00e9galement votre feedback imm\u00e9diatement, plut\u00f4t qu’au moment o\u00f9 vous commencez \u00e0 vous agacer. C’est plus honn\u00eate. Donnez du feedback de pr\u00e9f\u00e9rence fr\u00e9quemment : l’aisance avec le feedback augmente lorsque vous le faites souvent et directement. <\/p>\n

Bien recevoir du feedback<\/h2>\n

C’est un mythe de croire que les gens ont du mal avec le feedback constructif : ils aiment savoir \u00e0 quoi s’en tenir, s’ils travaillent bien et o\u00f9 ils peuvent progresser. \u00c0 quoi faut-il \u00eatre attentif lorsque vous recevez du feedback ? Remerciez l’autre personne et prenez le temps de laisser le message d\u00e9canter : ai-je vraiment entendu ce que l’autre a dit, est-ce que je le comprends bien, quel effet cela a-t-il sur moi ? <\/p>\n

Adoptez un r\u00f4le de mod\u00e8le<\/h2>\n

Recevoir du feedback n’est pas toujours facile. Il peut y avoir une forte charge \u00e9motionnelle, le feedback peut ne pas correspondre \u00e0 l’image que nous avons de nous-m\u00eames, ou il peut arriver au mauvais moment. En tant que responsable, vous pouvez assumer un r\u00f4le de mod\u00e8le en acceptant votre propre vuln\u00e9rabilit\u00e9 : demandez vous-m\u00eame de l’aide ou du feedback et g\u00e9rez-le de mani\u00e8re appropri\u00e9e, admettez que vous ne savez pas tout, etc. <\/p>\n

Coacher et v\u00e9rifier<\/h2>\n

Donner du feedback, c’est aider quelqu’un dans sa r\u00e9flexion personnelle. S’il n’y a pas de r\u00e9flexion apr\u00e8s le feedback, cela n’a aucun sens. C’est pourquoi il est important de coacher et de v\u00e9rifier comment le message est per\u00e7u par l’autre lorsque vous donnez du feedback. Mieux vous ma\u00eetriserez l’art de transmettre un feedback, plus vous aurez de chances d’atteindre r\u00e9ellement le destinataire. <\/p>\n

Instaurer une culture du feedback<\/h2>\n

Ce n’est que lorsque le feedback est r\u00e9ellement int\u00e9gr\u00e9 que le destinataire sera pr\u00eat \u00e0 adapter son comportement. Pour y parvenir, vous devez cr\u00e9er une forme de s\u00e9curit\u00e9 : transmettez votre message avec bienveillance, g\u00e9rez la r\u00e9action au feedback avec soin et instaurez une culture du feedback au sein de l’organisation. L’intention du feedback doit toujours \u00eatre d’aider l’autre, d’apprendre et d’\u00e9voluer ensemble. Un feedback qui ne sert qu’\u00e0 vous valoriser ne m\u00e8ne \u00e0 rien. <\/p>\n

Voici quelques avantages \u00e0 exprimer ce que l’on ressent :<\/strong><\/p>\n

    \n
  • Cela r\u00e9duit les pens\u00e9es n\u00e9gatives.<\/li>\n
  • Vous gagnez en compr\u00e9hension envers vous-m\u00eame et vos coll\u00e8gues.<\/li>\n
  • Cela met en avant vos qualit\u00e9s et vous aide \u00e0 am\u00e9liorer vos points faibles.<\/li>\n
  • Cela permet de comprendre quels sujets sont importants pour vous.<\/li>\n
  • Vous obtenez un aper\u00e7u de vos valeurs et de vos convictions.<\/li>\n
  • Cela d\u00e9veloppe votre pens\u00e9e cr\u00e9ative.<\/li>\n
  • Cela permet d’affiner vos objectifs professionnels.<\/li>\n
  • Cela vous apprend \u00e0 d\u00e9couvrir des opportunit\u00e9s de croissance.<\/li>\n
  • \u2026<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"

    Le feedback en dit long sur l’effet de notre comportement sur les autres. Nous rassemblons ici quelques points de vue essentiels sur la mani\u00e8re de donner et de recevoir du feedback. Le feedback est important car il constitue une opportunit\u00e9 d’apprentissage. Un feedback valorisant peut renforcer notre confiance en nous et notre sentiment d’estime de […]<\/p>\n","protected":false},"author":1,"featured_media":1967,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[142],"tags":[],"class_list":["post-1966","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","wpbf-post"],"acf":[],"yoast_head":"\nFeedback : comment s'y prendre ? - Walk Your Talk<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.walk-your-talk.be\/feedback-hoe-begin-je-eraan\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Feedback : comment s'y prendre ? - Walk Your Talk\" \/>\n<meta property=\"og:description\" content=\"Le feedback en dit long sur l’effet de notre comportement sur les autres. 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