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.
Passionate Leadership
How to Approach Unrealistic Goals
Tips for Leading with Resourcefulness
Perceiving Your Performance Accurately
Is it the Culture or Employees? That is the Question
How You Relate Creates
Holding a Higher Vision of Members of Your Team
Becoming Agile
Reading Between The Lines
Substance Vs. Form
The Angel in the Marble
Is it Time Engage? An Interview with Devay Campbell
Transitioning from Accommodation to Collaboration.
Is Your Organization Ready for Change?
Creating Safe Space
Reinvent Your Career
In Pursuit of Empowerment
Holding a Higher Vision
Effective Customer Service Strategies
Balancing Processes and People
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