Overcoming the fear of feedback

There are a lot of misconceptions about the practice of giving and receiving feedback and many people shy away from it, fearing the dialogue could become unpleasant. In fact, feedback in the workplace can and should be seen as a tool to build trust and find mutually agreed WIN-WIN solutions within the context of an overall personal development and performance plan. Our newsletter this month explores feedback from both the perspective of the person giving feedback and the person receiving it. We also look at how the traditional feedback conversation can be expanded into an opportunity for an even more constructive coaching dialogue. When the person giving the feedback makes the switch from the traditional approach and uses questions to allow active participation in the process from both people, there are multiple benefits for both parties.

Use our tips to structure the conversation when you have to give feedback and to develop the most constructive approach when you are on the receiving end. Challenge some of the myths and frequently held assumptions related to feedback and find out how you can use feedback as an opportunity to step into a coaching role.

“I think it’s very important to have a feedback loop, where you’re constantly thinking about what you’ve done and how you could be doing it better. I think that's the single best piece of advice: constantly think about how you could be doing things better and questioning yourself.”

Elon Musk

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“We all need people who will give us feedback. That’s how we improve.”

Bill Gates