Share information, data, or facts that you have that pertain to what the other person has said, done or created.
In appraisals, contribute whatever data you have that could affect their work or behavior.
Ask about the data on which the person based their thinking or performance. Explore whether your data collaborates or conflicts with theirs.
When assessing presentations, communications, written reports, etc., provide any factual information in your possession that could support, contradict, or add to what the speaker or writer is saying. Raise questions about the facts that he or she has presented. Cite your reasons for believing differently.
It cannot be said too strongly that the gift of information concerns the realm of facts, things that have happened or can be documented, pointed to, and corroborated be evidence you can show.
Ways to Say It
- Here's what I know about the situation… how does that square with what you know?
- Do you know this (background) information…?
- Here are some additional facts/data that have come to my attention …
- Are you aware of this resource…?
- Can I add to what you have resourced? What are the sources of your information?
It is not your purpose here to bludgeon your listener with facts or make them wrong. If you do so, it is likely they will resist and defend at least interiorly. Offer facts just as you would share any other resource. Your objective is to be helpful.
Many people in more lower context cultures don't give or receive what is called negative feedback because it leads to guilt or blame. In higher context cultures it may cause shame, dishonor, or loss of face. By creating a neutral category called "information," this gift opens a channel for giving critical information about what is missing or not working in a non-accusatory fashion.
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