Feedback Strategies!
Feedback Strategies!
Last week we discussed the importance of receiving feedback,
but we did not talk about how to give that feedback. Well this week we will be talking about exactly that!
Giving feedback is the fundamentals of growth, the way you phrase things and the wording you use are so important. As ”feedback” can be so easily taken as negative criticism and on the contrary, positive feedback can be taken as praise, and that could get to the individuals heads as they would think their work is perfect. So as anything there is a balance needed, the right amount of praise with things to improve on.
Our lecturer provided us with a list of articles to analyse and I have chosen two that I see as impact full.
The first of them being "The Difference Between Feedback And Praise" by Anya Kamenetz.
Anya discusses the negatives of phrases such as ”good job” or ”good girl”, as this doesn't really allow the children to develop and grow. It gives them an impression that everything that you do is perfect.
She talks about how ”praising traits feeds the belief that talent is fixed, which makes kids less willing to take on new challenges” this is very true, especially nowadays as we are fixated on praising our children, somehow the notion is that praising will develop confidence in our kids. I believe that balance is key!
Ania brings in Carol Dweck from the University of Stanford and Edward Deci from the University of Rochester. They argue that instead of praise, get ”more involved” in what your kid is interested in or doing well in.
Dweck suggests that they should ”question” your child and discuss ”how they can learn from their mistakes”. In other words, plant a seed of growth, get them comfortable with making mistakes and learning from them.
I believe Ania has a great argument with real psychological evidence. Her arguments are evidence-based, which impacts the reader and makes them think.
The second article that I have discussed is "Why Do So Many Managers Avoid Giving Praise?" by Jack Zenger and Joseph Folkman.
In the article, the writers address whether giving feedback is one of the most difficult aspects of a manager's work. They asked if they believed that providing negative feedback was unpleasant or challenging in a survey of 7,631 individuals and found that 44% agreed.
The authors were surprised to see that 37% of the people who did the self-assessment conceded that they don’t give positive reinforcement & concluded that many managers feel that it’s their job to tell bad news and correct them when they make a mistake but that taking the time to provide positive feedback is optional.
The authors challenge this finding as their research suggests that colleagues place a great deal of emphasis on receiving positive feedback.
When the self-assessments of 328 managers were compared with findings from 360-degree feedback surveys. An average of 13 respondents rated each leader on a variety of activities, including "Gives honest feedback in a helpful way."
The raters who believed an individual was effective in providing input were most affected by the comfort and willingness of the leader to provide positive reinforcement.
It did not make a major difference if the manager gave negative feedback unless the manager stopped giving positive feedback, this was going when direct reports were looked at.
The results in the article indicate that you should proactively cultivate the ability to offer praise as well as criticism if you want to be seen as someone who offers positive feedback. Giving constructive feedback indicates that you are in their corner, and that you want them to excel and win.
Thats it for this blog post!😆
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