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.
Why Change Matters
The Power of Information
The Making of an Extraordinary Team
The No Crossing Zone
The Cultural Architect
Dare to Confront
Intentional Culture
Transform Your Culture
Keep Your Finger on the Pulse
Neutralizing Bias When Making Decisions
How to Identify Your Emotions
Moving from Avoidance to Accountability
Building Respect at Work
Goal Based Networking
The People Side of Change
The Benefit of the Doubt
Six Tips for Improving Your Value to Your Employer
Build Your Culture
The Blame Game
Watch Your Body Language
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