Feedback is breakfast of champions. Feedback is for those you are hungry for success. Feedback is for those who never settle on ordinary. Feedback is for those to want to strive for growth.
If feedback is so good, why does it lead to conflicts?
It’s because people do not know how to give feedback and people do not know how to receive feedback.
Behaviours expected from the feedback givers are off coaching, leadership, and empathy. Behaviour expected from the receiver is of learning.
Wherein in reality behaviour exhibited by giver is like an authoritarian and of an assessee is; I know it all.
The problem is much bigger than just receiving or giving feedback. The challenge is of lack of trust and belief between leader and subordinate.
Leaders have to first display a coaching behaviour and lead by example before even giving feedback. You have to pitch yourself as a leader first and ensure that you succeed in pitching.
The day you do correct this core and build managerial effectiveness – You will have a culture of constructive feedback conversations.
Build leaders first before building feedback culture…