Feedback Forms

*if there is no link, that means “coming soon…”

Give thoughtful feedback to a Therapist.

Give thoughtful feedback to a Therapy Lead.

Give thoughtful feedback to a Clinic Supervisor.

Give thoughtful feedback to an Admin.

Give thoughtful feedback to a Billing Specialist.

Give thoughtful feedback to a Business Team member.

Give thoughtful feedback to Management (Director of Therapy, Operations Manager, Business Manager)

Westside Feedback Methodology

No matter how good you think you are as a leader, my goodness, the people around you will have all kinds of ideas for how you can get better. So for me, the most fundamental thing about leadership is to have the humility to continue to get feedback and to try to get better – because your job is to try to help everybody else get better.”

– Jim Yong Kim

Idea #1: Give the feedback – “Tell ’em they have food in their teeth.”

Receiving feedback is scary. “What do others really think of me? What if I am doing something wrong? What if my intentions are not being perceived the way I thought?”

Giving feedback is awkward. “Will the person get mad that I was too honest? How can I say this in a gentle but constructive way?”

While these sentiments can be true about feedback, try thinking about feedback in a different way. Look at the picture below:

Suppose you are sitting across the table from this person at dinner, what the heck do you about that glaring piece of food in her teeth? I mean…really…this needs to get fixed asap. I am losing my appetite.

Here are my options:

1. Ignore it. –They’ll eventually see it for themselves. Better to let them find out than have me tell them…right?

2. Keep it vague. Gesture awkwardly – wipe your face, lick your lips, etc. They probably won’t pick up on the hint, but hey – you tried!

3. Just Tell them. You’ll feel better, they’ll feel better, and you’ll also build a sense of trust and honesty in your relationship.

The value of option 3 is that we save that person the embarrassment of continuing to sit through dinner with food in their teeth. We also save everyone else at the table the discomfort of having to look at this the whole dinner. And I am sure this person would love to correct this situation as soon as possible – she just doesn’t know any better.

If you select #1, you’re fooling yourself. There is a very small chance that this person will go to the bathroom, look in the mirror, and find it anytime soon. If your co-workers are making missteps (WHICH IS TOTALL Y NORMAL!), they are doing so because they are blind to the feedback that would re-direct them.

If you select #2, you’re introducing a ton of uncertainty as to whether or not the situation will correct itself.

Why not take the extra step and be certain that it gets corrected by giving feedback? If we choose this option, though, it is important we give the feedback in an appropriate manner.

Idea #2: Be Actionable, Specific, Kind (A.S.K.)

To balance the truth that feedback can be awkward and intimidating with the idea that is always best to be honest and “tell people they have food in their teeth”, we are going to use the ASK framework as a way to provide constructive feedback in a way that will optimize how well it is received. All feedback should follow the ASK rules:

• Actionable – does your feedback give the person any idea on what they can do to actively change?
  • Examples of Feedback:
    • Un-actionable –  “You are not fair to all members of the team.”
    • Actionable – “At team meetings, it would be great if we could go around the group to share ideas at the beginning of the meeting. Sometimes certain people’s opinions dominate the conversation”
• Specific – is it really clear as to what the person receiving feedback should improve on?
  • Examples of Feedback:
    • Un-Specific – “I think you need to be more communicative with us.”
    • Specific – “After you finish the _____ report, can you make sure to email both me and the therapist?. It would help with communication.”
• Kind – is your feedback both constructive AND nice? Let’s not be mean about this. We’re doing this to HELP each other get better.
  • Examples of Feedback:
    • Un-Kind: “It is really annoying when you do _____.”
    • Kind: “I think it would make us feel even more appreciated if you did ____ instead of _____.”

If you make sure you to use actionable, specific, and kind feedback you are doing the right action by telling the person what they need to hear, but you are doing it in a way that shows that it is coming from a good place. It tells that person that you care about their development so much that you are willing to endure the discomfort of being honest in order to give them direction on how to improve.