There are entire professions dedicated to the concept of giving feedback.  From editors to movie critics to corporate consultants to life coaches, feedback is widely recognized as critical to improvement in all arenas.  While we love getting the kudos that come with a job well done, we don’t always have the same appreciation for the constructive criticism that allows us to reach new heights of performance.  Part of the reason we balk at feedback might lie in the frequency of that feedback and the quality of it.  In today’s discussion, Melissa and Pete shed light on what makes feedback useful, the best ways to deliver it, and how much is the right amount.

Conversation Kindling:

Feedback is one of the hottest topics in business today. Managers are encouraged to adopt a practice of radical candor with their employees, and employees are expected to welcome such constructive criticism with open arms. However, “The Feedback Fallacy,” an article in the March-April 2019 edition of the Harvard Business Review, maintains that telling employees what we think of their performance doesn’t help them thrive and relays how we think they should improve hinders their learning. Research demonstrates that the most effective feedback is delivered when people who know us and care for us tell us what they experience and feel, specifically when they see something within us that works.

Visit our linktree to follow us on social media and find us on your preferred podcast delivery platform:  https://linktr.ee/thinksigpod

---

Send in a voice message: https://podcasters.spotify.com/pod/show/thinksigpod/message