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Effective feedback is an intentional exchange designed to motivate, engage and encourage. It is intended to increase awareness, clarity, and forward movement. It strengthens trust (the foundation of effective feedback) and carries the clear message that you genuinely care about the person and want them to thrive.
No, you do not have to reread the title. Yes, I am talking about feedback here.
It’s a topic that’s typically ridden with anxiety, “Did I do something wrong?” ruminations, and/or shirt-soaked sweats. And for good reason, historically, feedback has been done so wrong that I think everyone on the planet has scars from it. However, reframing your understanding and perspective of it can make the exchange an entirely new experience for you.
If you really want feedback to be powerful, there’s a lot that goes into it – a lot more than you probably want to read about in an article. So, I’m going to sum it up in a few short paragraphs to help you get started shifting your perspective in a more positive direction.
One of the first things to understand is that effective feedback occurs as a two-way, multifaceted conversation (it’s not a sit-and-get) that requires awareness and skills for both the giver and receiver. It also requires a solid foundation of trust. If I don’t feel like you have my best interest in mind or worse yet you have ulterior motives, feedback is ineffective.
Although feedback may seem complex, it becomes way more manageable when you start with YOU.
Other key factors in feedback include:
Indicators of good feedback are a guide to help ensure feedback is well received/given and productive*:
At Thrive, we are experts in The New Age of Effective Feedback. We take a deeper dive into topics addressed in this article and train skills necessary to do feedback in the most effective and scientifically proven way possible – we’re on a mission!
* Can substitute “they/them” for “you.”
I’m passionate about people. So if there’s ever any way I can help someone be the best version of themself, I’m available.
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