There's a plethora of resources available—simply search "giving feedback" on Google, and you'll discover over 9 billion results. This topic has been extensively examined with various perspectives and substantial research. I've had the privilege of leading discussions on this crucial subject numerous times, and here's why feedback holds such importance, based on our dialogues:
-Promotes continuous growth: Feedback acts as a driving force for ongoing development.
-Engagement: It demonstrates care by challenging individuals and introducing fresh viewpoints.
-Clarifies expectations: It serves as a tool to ensure alignment among all parties.
These are just a few essential points, but there's much more to delve into. Through our group sessions, we've found that effective feedback requires:
-Requesting feedback: And being patient to hear the genuine response. Additionally, listen with the intent to understand - not to reply.
-Planning for feedback: Allocating dedicated time for the process.
-Follow-up: It's vital not to merely deliver feedback and disengage; instead, collaborate to find solutions and a way forward.
Here's a fantastic opening line I recently came across from Adam Grant: "I’m giving you these comments because I have very high expectations and I’m confident you can reach them." It establishes a positive tone for the conversation and reaffirms belief in the individual's capabilities.
Having spent several decades in HR, I've found Radical Candor by Kim Scott to be an excellent framework. To delve deeper into Radical Candor and its implementation, click here for a summary for further exploration.
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