Constructive feedback focusses on the way forward and not past actions
Summary
- Constructive feedback acknowledges past behaviour but focusses on the desired change rather than blaming or attacking a person
Details
- Focus on the issue or task, not the person
- keep both sides on the same side of the table 'us against the problem' rather than 'me against you'
References
Quotes
Circle back to the ABCs you crafted earlier. You want to deliver your feedback in such a way that it acknowledges the specific behavior (B) and directly segues into the desired change (C), completely putting aside your assumption (A). Remember in chapter 3 when we talked about offering a path forward? The same strategy applies here. The best feedback involves setting aside the past, which can’t be changed, putting a clear, forward-looking, constructive idea on the table, and then opening the floor for your boss’s input, thoughts, or concerns.
Notice how the scripts above depersonalize the situation—focusing on the task or the issue versus the individual. This metaphorically puts you both on the same side of the table instead of pitting you against each other, changing the dynamic from “me versus you” to “us against the problem.” They also stick almost entirely to “I” statements rather than “you” statements and avoid adjectives like “overbearing,” “demanding,” “weak,” and “sensitive,” which can come off as character attacks.
Related
- Feedback loops critical for growth and learning
- Early feedback is usually better than late criticism - James Clear
- Give great feedback
- Positive feedback works better than criticism
- The more feedback hurts, the more helpful it often is
- Have quicker feedback loops
- Use questions to elicit feedback and criticism
- People work better when feedback is fast, direct and honest - Anna Wintour
- The only way to improve is to get negative feedback - Adam Grant
- Develop a network of people who will give you honest feedback