I continued to think about feedback and had multiple discussions triggered by the article from the Harvard Business Review: The Feedback Fallacy and my post about it. Thank you, for all those discussions, they are precious.
In addition to last week post that you can find below, I would like to add that, yes you can provide improvement feedback. There is, at least, one condition. The person needs to know how to handle negative feedback.
If I can take all feedback as “inputs,” whether they are positive or negative, thank the person that gave me the feedback. And then, create a space in which I can digest the feedback, acknowledge the emotions associated with that feedback, think about it. Then, I can probably act appropriately.
I feel that it is easier when you have an existing relationship, and you trust the person.
When I receive feedback from people I don’t trust, or that I think manipulative and insincere, it is harder not to react, it is harder to create the space needed to acknowledge emotions, and to think about what is going on.
What are your thoughts about this?
As usual, comments, email, Linkedin, Twitter, or even phone, your preferred means of communication is perfect for me.
Featured image is by Ryan McGuire
Comments
2 responses to “I still have feedback”
You make an excellent point, and I agree fully that truly valuable feedback is given when you care about the person and the outcome. This goes back to one of the underlying principles of building teams and relationships: it all starts with trust that is based on shared vulnerability. With this trust, the door is opened to have honest discussions and truthful feedback. Imagine the possibilities beyond that!
Thank you, Frank!
And thank for making the connection with The Five Dysfunction of a Team!