In its original sense, feedback is the exchange of information about how one part of a system is working, with the understanding that it affects everyone else within the system. If any part veers off course, prompt remediation is critical.
Feedback is every organization’s lifeblood — the mechanism that lets people know whether they’re doing a good job or if their efforts need to be fine-tuned, upgraded or entirely redirected. In a marriage, feedback determines whether each partner can adapt to the needs of the individual, couple and family.
Most people, however, are uncomfortable when giving or receiving feedback. It’s one of the most important tasks to master, but we procrastinate and try to avoid it altogether. Problems invariably worsen over time, so we need to use feedback to find solutions that help us adapt and adjust.
In a study of 108 managers and white-collar workers, researchers found that most conflicts were caused by inept criticism (ahead of mistrust, personality struggles, and disputes over power and pay). After harsh criticism, people refuse to collaborate or cooperate, leading to stonewalling and disengagement.
This 900-word article summarizes research on the importance of feedback and makes four suggestions known to work when giving feedback, plus tips on how to receive it.
This is a brief synopsis of an 900-word article and Article Nuggets,* suitable for coach newsletters and blog posts. It is available for purchase with full reprint rights, which means you may put your name on it and use it in your newsletters, blogs or other marketing materials. You may also modify it and add your personal experiences and perspectives.
The full article talks about:
- Positive vs. Negative Feedback
- How to Give Effective Feedback
- How to Receive Feedback
All others please use the order links below.
*Article Nuggets: The same article broken up into 3 blog-style sections suitable for a series of blog posts or shorter newsletter articles, with links and personal pronoun “I.”