Link: The Feedback Fallacy

Source: Harvard Business Review

Authors: Marcus Buckingham and Ashley Goodall

Feedback, as traditionally given in the workplace, often fails to promote growth and learning due to its focus on criticism and a misunderstanding of how individual excellence and learning actually occur.

Key Takeaways:

• Traditional feedback is flawed because it is more about the giver’s perceptions and biases than about objective improvement, often causing more harm than fostering growth. AWP offers a different approach.

• Research suggests that criticism triggers a defensive “fight or flight” response rather than promoting learning, which is more effectively stimulated by focusing on strengths and what individuals do well. This is something that AWP does through its validation process, something that is unique to the industry.

• Excellence is highly individualistic and cannot be universally defined or achieved by following a generic set of instructions or correcting perceived failures; it comes from leveraging personal strengths and unique approaches. These personalized approaches are enhanced by AWP.

• Effective support for growth involves noticing and reinforcing what individuals do well, sharing specific, positive reactions to their successful actions, and helping them recognize and build on their unique patterns of excellence. The way AWP acknowledges employees is so different and unique!

• Constructive interactions focus on outcomes and the positive impacts of actions, avoiding generic praise or criticism in favor of specific, personal feedback that helps individuals understand and replicate their successes. Also the actionable steps AWP helps with to correct and remedy issues can be created and acted upon immediately.