There is a bit of an art to giving and receiving feedback, today my article is focussing on giving good feedback, that empowers, lands well, improves relationships, creates positive ripples and contributes to high trust two-way communication. Great feedback lands well when the intentions are good and coming from a place of compassionate honesty, and that these things are communicated in language, consideration of timing, appropriate environment etc.
NOTE: Feedback is not the same as ‘constructive’ criticism, this is a contradiction in terms, criticising is not in any way constructive, ever.
I have found many leaders and managers give feedback in a default way, usually working from a default communication style under pressure, which is not always going to land well with the receiver, and can lead to conflict, offence, lack of trust and a feeling they are being micromanaged or treated like a child.
Others avoid giving feedback because they fear conflict, or it has not gone well in the past and they have not yet found the tools in their communication toolkit that help them become better at it, this can lead to things bottling up in an unhealthy way. Resulting in explosions happening and usually at inappropriate times with definitely very little attention to all the other elements of communication, like tone, body language and mindset.