It’s very difficult for both the one who shares feedback and the other who receives it. In most cases feedback is concerned as criticism and not as a tool for growth, and then the conflict begins. The words the manager is using are critical, and the way it starts, if you are sharing feedback based on behavior and not based on a specific task and the outcome of it for both the task and the person, it turns to an defensive game. Thank you for this article, it’s great!
I’m taking “tell me more” into my conversations this week! Thanks for the insight
love it! You're very welcome
It’s very difficult for both the one who shares feedback and the other who receives it. In most cases feedback is concerned as criticism and not as a tool for growth, and then the conflict begins. The words the manager is using are critical, and the way it starts, if you are sharing feedback based on behavior and not based on a specific task and the outcome of it for both the task and the person, it turns to an defensive game. Thank you for this article, it’s great!
Completely agree with this. I think most people have experienced feedback as criticism, so the second it starts, they naturally become defensive 😭
But you're right, the best managers make feedback feel collaborative . Thank you!