Feedback Is Not an Attack
a year ago
- #feedback
- #leadership
- #communication
- Feedback is a form of care, not just critique.
- Effective feedback requires emotional labor, timing, and trust.
- Receiving feedback well involves reflection, not defensiveness.
- Direct feedback isn't always kind; praise isn't always welcome in public.
- Feedback should be thoughtful, specific, grounded, and mutual.
- Feedback carries weight, context, and power, impacting one's sense of belonging.
- Intellectual humility is key to receiving feedback with openness.
- People often say they prefer direct feedback but may need context or softness in practice.
- Giving feedback involves emotional labor, discernment, and consideration of timing and delivery.
- Feedback should be a dialogue, not a one-way broadcast.
- Power dynamics affect how feedback is received; leaders must be mindful of their impact.
- Experience doesn't make one infallible; feedback from all levels is valuable.
- Feedback includes both critique and affirmation; both should be intentional and specific.
- Public criticism often backfires; private, constructive feedback is more effective.
- Feedback is an investment in growth, clarity, and connection, not control.