Feedback! What for?

Many of us are constantly struggling with the notion and practice of "feedback." Is feedback useful? When is it appropriate and the right time to provide it? Why are so many people paralyzed when it comes to delivering feedback or asking for it? Why so much procrastination?

If this is the case in your environment, well, this is likely because you do not assign the proper meaning to "feedback." For instance, one of our clients told us that he is unwilling to give feedback because it disrespects people. Would you provide feedback to someone who hasn't asked for it?

Let's revisit the basics: feedback is neither negative nor positive. It is information. And the purpose of feedback is not about blaming others or showing them that we know better.

Feedback is meant merely to support someone in reaching his/her objectives and state of excellence. All of us seek to excel in whatever role we perform, be it professional or private. And nobody wakes up in the morning thinking: "Today I will do the worst job of my life." For sure not.

Feedback should enable you, your team to make the necessary behavior and habit changes required to achieve repeat success.

Unfortunately, much feedback is delivered the wrong way, i.e., in a selfish way, which implies: “I am right, you’re wrong, and I am going to tell you why!”.

So, do you want to get better at delivering feedback and create a culture of open and constructive communication?

Join us on our next Inspiring Conversations talk or enroll in our following Crucial Conversations virtual live workshop on June 21, 22 & 23, from 13:00 to 16:30.

Please get in contact with us. We’ll be delighted to discuss how we can support you.