At work, feedback is necessary. It shows up in performance coaching sessions when a person is not sure how to do something or when a person is not inclined to do their research. The intention behind offering feedback is to influence change or modify behavior.
However, when it is offered in the form of criticism, even when it is skillfully presented using a non-judgmental tone, people on the receiving end can still feel attacked, disappointed in themselves, or embarrassed. This can lead to reactions such as withdrawal, defensiveness, or even anger. When criticism is extreme, it can be perceived as condescending or even bullying. When this happens, organizations can lose good people, or impair productivity.
Listen in as Yvette Bethel explores how you can restructure feedback to create lasting connections.
You can sign up for our newsletter to keep up-to-date with our new podcast episodes and blog posts at www.orgsoul.com (Scroll down the landing page to sign up for our newsletter.) You can also access free resources there.
Check out the IFB Academy; A unique one-of-a-kind academy where you will learn about a signature system of leadership and trust. All courses are based on Yvette's award-winning thought leadership. Click here for more information about the IFB Academy >> OrganizationalSoul.LearnWorlds.com
If you want to connect with Yvette, you can email her at info@orgsoul.com.
Building Trust When There is No Appetite for Truth
Down with Political Correctness
As Good as Your Last Act
Tips for Inexperienced Leaders
Seize the Opportunity to Mentor!
Moving From Me to We
Modelling as a Leadership Behaviour
Multi-Person Communication
Why Change Matters
Goal Based Networking
Reinventing Feedback
From Power to Empowerment
Is it Time for Something New?
Six Tips for Improving Your Value with Your Employer
Neutralizing Bias When Making Decisions
Who's Afraid of The Big Bad Wolf?
A Freedom Culture
Transforming Yourself As A Leader
A Constructive Tone
Setting Healthy Boundaries at Work
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