Transform your feedback conversations into a reflective learning experience.
There’s a fine line between giving feedback for improvements and leaving an employee feeling criticized and deflated. Few of us respond well to someone telling us what to do or how to fix ourselves. Yet when feedback is provided in the right way, individuals are motivated to learn and improve. To create excellent organizations providing others with feedback is necessary. Reshape your feedback conversations to focus on achieving a positive outcome.
This episode addresses questions, such as:
- What is the most productive way to give feedback?
- How does feedback fuel the achievement of excellence?
- How can leaders use feedback to inspire a change in behavior?
Feedback is a gift. Negative feedback rarely feels rewarding. In the moment of receiving constructive feedback, it is difficult to remember that the information will help us grow. There are times when constructive criticism is necessary for correcting a behavior or action and failing to provide the correction can be more harmful than the negative emotions the recipient might experience. We can’t give everyone a trophy at work.
An important way to inspire your team is to give and receive feedback. Many hear the word ‘feedback’ and automatically think about criticism and negative feelings. Giving and receiving feedback is often referred to as difficult or uncomfortable. The truth is, giving feedback means you care.
Think about the last time you received constructive criticism. Did it actually prompt you to change your behavior? Did you agree with the person providing the feedback? Or did it provoke annoyance instead of prompting action? To postively improve performance, reshape the way you deliver feedback.
The challenge facing managers today is being bombarded with calls to give feedback-constantly, directly, and critically. But it turns out that telling people what we think of their performance and how they can do better is not the best way to help them excel and, in fact, can hinder development. In other words, the research shows that feedback is more distortion than truth. Focusing people on their shortcomings or gaps doesn’t enable learning. It impairs it.