"Here's what you should do..."
Leadership Challenge: Dissecting Feedback Delivery
To help others develop, improve, and strive for excellence, there are times when providing feedback is necessary. On the surface giving feedback seems simple; just tell someone what they did wrong and how to fix it. The problem is this type of constructive criticism rarely inspires improvement, let alone growth and development for our peers or employees. The way we provide feedback makes a difference in how people receive and act on the feedback.
Research shows negative feedback is often received as a threat, which leads to depression and anxiety. In some cases, it can cause our peers to begin to avoid us and seek out other peers who are less judgmental. Telling someone what to do or how to do it is rarely a good idea anyway. As humans, we aren’t very good at giving others feedback on their performance. More than half of our assessment of someone else is a projection of our own characteristics. Rather than criticizing those around us, focus on delivering positive feedback messages that will inspire changes in behavior.
Research shows negative feedback is often received as a threat, which leads to depression and anxiety. In some cases, it can cause our peers to begin to avoid us and seek out other peers who are less judgmental. Telling someone what to do or how to do it is rarely a good idea anyway. As humans, we aren’t very good at giving others feedback on their performance. More than half of our assessment of someone else is a projection of our own characteristics. Rather than criticizing those around us, focus on delivering positive feedback messages that will inspire changes in behavior.
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