Giving and Receiving Feedback .The Art of Growth

Feedback is potentially one of the most effective growth agents both personal and corporate. However, it is one of the most awkward things to discuss at the workplace as well. We are afraid to give it (lest we sound harsh) or we are afraid of receiving it (lest we should be judged).

Feedback is not criticism, it is purposely intended communication a dialogue aimed at helping an individual to improve, learn, and develop.

Specific, timely and actionable feedback is the best. An example is when one says Good job, but that is not specific. By saying Your report was clear and easy to follow, and, in particular, the summary section, one tells another person precisely what he or she has done well. Equally, we can say to each other, You need to fix your presentations, even though we can say, Your slides were good data, you could speak slower when explaining the presentation to others.

This is what has been termed as constructive framing improvement without loss of faith.

It is also important that one receives feedback well. It is natural to be defensive, however feedback is not an attack, it is information. A moments of tension can be turned to a growth moment by taking a deep breath, listening attentively, and clarifying questions.

In order to incorporate feedback into culture, we should make it normalized, not only during annual reviews, but we should normalize it throughout the projects. Mini feedback loops enable us to make adjustments in the moment and not just fix them when they accumulate.

Healthy Feedback Culture tips:

Make it regular, not rare.

Pay attention to actions and not character.

Equilibrium positive and corrective points.

In-person follow up demonstrate gratitude in case of improvements.

Let’s discuss:

1. What is your personal preference in the method of feedback?
2. What is your most useful feedback that you received?
3. What can we do to ensure the provision of feedback is natural and positive?