Posts Tagged ‘giving and receiving feedback’

Leadership: How do You Respond to Constructive Feedback?

Feedback is the breakfast of Champions” Ken Blanchard

Can you recall the last time you received some constructive feedback whether at work or in your personal life…….how did you react to it?

Let us face it – receiving feedback, especially that which is developmental and in the ‘needing some work category’, isn’t always easy.

No matter how well intended it is, we don’t always embrace negative/ constructive feedback as well as we do positive feedback.

With feedback, which is less than glowing, the brain emotional center gets triggered leaving us in a reactive, threatened and unresourced state.

And yet feedback remains a powerful source of both our personal and professional learning.

Over the years I have seen people react in all sorts of ways to feedback – whether solicited or unsolicited.

What is your default pattern?

Can you relate to any of these?  Think of the last time you received feedback, what did you do? (more…)

The Power of Feedback in Leadership Development

giving and receiving feedback“One key to successful leadership is continuous personal change. Personal change is a reflection of our inner growth and empowerment.”
– Robert E. Quinn

Getting feedback may not always feel comfortable but it’s definitely a powerful ally and gift in the leadership journey.  Regardless of whether its formal or informal feedback – it invariably enables us to consider things which may previously have been out of our sight, even a blind spot.

The insights received from feedback leads us to adapt, modify or change a perceived behavior flaw resulting in improved performance and greater positive impact.

Feedback on our strengths is an even greater enabler.  It helps us leverage and maximise our strengths for even greater results.

And ultimately it helps us grow as people.

Joseph Folkman addresses 35 principles for turning feedback into personal and professional change in his very easy to read and highly recommended book “The power of feedback.” 

Here is a random list of 12 from his 35 principles: (more…)

Leadership: Receiving Feedback

Feedback-2-blond-women1Courage is what it takes to stand up and speak. Courage is also what it takes to sit down and listen.
– Winston Churchill

Okay – hands up  if  you have gotten defensive in the face of expected or unexpected feedback sometime this year?  Yes?  Me too.

Our neurobiology is such that we do end up having the threat response of fight
(if not flight or freeze) well up and even take over on occasions.

The other reaction we commonly have to feedback is that we ASSUME that  the other person has a motive and worse, sometimes even justify our defensiveness because ‘WE KNOW’ what that motive is!

And more often than not,  we can also be wrong on both counts.
We don’t really know the other person’s intent or motive; only how we feel.

Following on from the theme of my last post here are seven considerations to keep in mind when receiving any formal or informal feedback:


Leadership: Giving and Receiving Feedback

giving and receiving feedback“Feedback is the breakfast of champions.
-Ken Blanchard

Giving and receiving feedback helps us grow both at work and in our personal lives.

At work, giving and receiving feedback  is a key part of a manager or leader’s life. And it has a significant bearing on performance outcomes, individual and team morale and the organisation culture.

At work, some examples of when feedback to team members or peers is required include – not keeping agreements, making cynical comments to suggestions in meetings, not delivering on time, putting the company down,  the blame approach that “it’s always someone else’s fault”  and or not living the company’s values.

Unaddressed, negative behaviour and attitudes become more pervasive, entrenched and toxic with time.

All these behaviours become a hindrance to good working relationships and performance as well as being a potential career breaker.

Unfortunately though, living and receiving feedback is something that we aren’t naturally good at. Whether at work or home, sometimes it feels easier to ignore, avoid or minimise than to have the needed conversation.


How managers can give and receive feedback more effectively

giving and receiving feedbackGiving and receiving feedback whether at work or home can be challenging. In the work setting, whether it is giving feedback during a “coachable moment” or a more formal context such as performance appraisal or review, there are some principles – discussed below, which make the giving and receiving of feedback positive and constructive. While there is a move towards feed forward now, especially in the work setting, giving and receiving feedback is still something we find ourselves doing. (more…)

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