Let's Talk
Therese Huston, Ph.D.
25 min
10 Key Points
4.3 RateWhat's inside?
Discover the art of giving and receiving feedback, transforming it into a powerful tool for personal and professional growth.
You'll learn
1. How to give feedback that helps people grow2. Making it easy for everyone to speak up3. Dealing with tough talks like a pro4. Why you gotta listen when giving feedback5. Using feedback to get better at life and work6. Building better bonds with good feedback.Key points
01Good communication needs helpful feedback
Communication is key, right? We hear it all the time. But what does it really mean? Well, it's not just about talking. It's about listening, understanding, and giving feedback. And not just any feedback, but constructive feedback. So, what's constructive feedback? It's like a sandwich. On one slice of bread, you've got the good stuff - the praise for what's been done well. On the other slice, you've got suggestions for improvement. And in the middle, you've got the meat of the matter - the actual feedback. It's not about pointing fingers or blaming, but about helping the other person to grow and get better. Why is this so important? Because communication isn't a one-way street. It's a two-way process. When you give feedback, you're not just talking, you're also listening. You're hearing the other person's point of view. This helps to build trust and understanding, which are the building blocks of good communication. Let's paint a picture. You're a boss and one of your team members has just finished a project. You could just say, "Good job" and leave it at that. But that doesn't really help them understand what they did well or how they can do better. Instead, if you say something like, "You did a great job with the project timeline, but the final report could use more details. Next time, try to include more data analysis," you're giving them a clear idea of what they did well and what they can work on. This kind of feedback not only helps them grow professionally, but it also strengthens your communication with them. There are a couple of strategies to keep in mind when giving feedback. First, focus on the person, not the problem. This means that when you're giving feedback, you should focus on what the person did, not who they are. This helps them understand that they can change what they do and get better. Second, listen more than you talk. This might seem strange when you're the one giving feedback. But listening is a big part of giving good feedback. It helps you understand where the other person is coming from and correct any mistakes in your feedback. It also shows them that you value their thoughts and are willing to learn from them. In a nutshell, constructive feedback is a superpower in communication. It builds trust, helps people grow, and strengthens relationships. By focusing on the person and listening more than talking, you can make your feedback more effective and meaningful.
02To grow, you need to understand how feedback works
Feedback, it's a word that can make us cringe or smile, depending on how it's delivered. But what if we told you there's a way to make feedback your secret weapon? It's all about understanding the three types of feedback: appreciation, coaching, and evaluation. Let's start with appreciation. This isn't just about saying "good job" or "well done". It's about recognizing the effort someone has put into their work and the impact it has on the team. For instance, if you've got a colleague who's always on time with their tasks, it's not just about their punctuality. It's about how their timeliness helps the team run smoothly. So, when you're giving appreciation feedback, remember to highlight the value of their actions. Next up, we have coaching. This is all about helping someone grow. It's like giving them a roadmap to improve their skills. Say, for instance, you've got a team member who's great at their job but struggles with presentations. Coaching feedback might involve giving them tips on how to improve their public speaking. And remember, coaching isn't just for the chosen few. Everyone can benefit from a little guidance. Lastly, we have evaluation. This is where you give someone a clear idea of where they stand. It's like a report card, rating their performance on different aspects. This helps them understand what they're good at and where they need to improve. But here's a surprising fact: feedback can sometimes do more harm than good. In fact, it can actually make performance worse about 38% of the time. This just goes to show how important it is to get feedback right. By understanding the three types of feedback - appreciation, coaching, and evaluation - we can make sure our feedback is constructive, targeted, and truly helpful. So, let's make feedback our superpower, shall we?
03What you think an employee needs to hear might not be what they want to hear
04If you're too rigid as a leader, your feedback might not be well-received
05Good intentions aren't enough; you need to clearly express them when giving feedback
06Show you care by listening more than talking
07Employees who feel appreciated are more enthusiastic at work
08A good coach knows which questions to ask
09Without a fair system, women's performance might not be evaluated properly
10Conclusion
About Therese Huston, Ph.D.
Therese Huston, Ph.D., is a cognitive scientist specializing in decision-making and feedback. She has served as a faculty development consultant at Seattle University and has written several books on gender bias and decision-making. Huston is a sought-after speaker and consultant on improving workplace feedback and decision-making strategies.
