Unlocking Feedback Mastery: Harnessing the Power of Constructive Conversations
David Burkus an organizational psychologist, HBR contributor/writer and best-selling author of five books, including Best Team Ever. This article and micro-video highlights the importance of giving clear, separate feedback for positive and constructive situations to maximize effectiveness. It emphasizes the need for timely, specific praise and collaborative, behavior-focused constructive feedback. The article also underscores the value of ending feedback conversations by reinforcing the recipient's potential for growth and improvement.
CTR FACTOR INSIGHTS:
Here’s a summary of the key points on giving effective feedback, aligned with the CTR Factor fundamentals of building Credibility through Results, Trust through Relationships, and Respect through Resources:
Credibility Through Timely and Focused Feedback: Build credibility by delivering feedback—whether positive or constructive—in a timely and clear manner. Give positive feedback immediately to reinforce successful actions and highlight their impact on team success. For constructive feedback, focus on specific behaviors rather than guessing intent, which ensures the conversation stays on track and leads to more effective results.
Trust Through Specific and Collaborative Communication: Foster trust by being specific in your feedback, whether you’re praising a particular action or addressing an area for improvement. When giving constructive feedback, involve the person in co-creating solutions, which strengthens relationships by respecting their autonomy and encouraging their active participation in the improvement process.
Respect Through Empowerment and Potential: Show respect by closing feedback conversations on a positive note that emphasizes the individual’s potential for growth. This approach not only reinforces their value but also motivates them to improve, demonstrating that you believe in their ability to contribute meaningfully to the organization’s success.
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