Summary
In today's work environment, effective feedback is crucial, much like a toolbox for a carpenter. Yet, many struggle with giving and receiving feedback effectively. A recent Gallup survey highlighted that only 26% of employees believe the feedback they receive actually improves their work. This blog post explores how feedback is often not brain-friendly and introduces a four-part formula for delivering feedback effectively.
🔑 Highlights
- Confucius emphasized the importance of delivering difficult messages well over two millennia ago.
- Feedback givers often fall into two camps: too indirect or too direct, leading to confusion or defensiveness.
- The amygdala, a part of the brain, scans for social threats in feedback, affecting how it's received.
🧠Key Insights
Through extensive research, a four-part formula has been developed to help convey feedback effectively:
- Micro-Yes: Start with a short, important question to signal feedback is coming, offering the receiver a sense of autonomy.
- Data Point: Provide specific, objective examples rather than using blur words which can be interpreted differently by different people.
- Impact Statement: Clearly state how the observed behavior impacted you, providing logic and purpose which the brain craves.
- Wrap with a Question: End with a question to foster commitment and transform the conversation into a collaborative problem-solving session.
🔄 Additional Tips
- Great feedback givers not only deliver messages well but also regularly seek feedback, known as "pulling feedback." This positions them as continual learners and empowers them.
- The most challenging situations require the most skillful feedback, but with this formula, any difficult conversation can be navigated effectively.
By incorporating these strategies, you can improve how feedback is given and received, leading to better communication and collaboration in the workplace. 🌟
Watch the Video
Video URL: https://www.youtube.com/watch?v=wtl5UrrgU8c
