In this video, explore two approaches to feedback: the “what went wrong” blame approach and the future-focused growth approach.
- So often performance feedback tends to focus … on what went wrong and how things should have been done. … In other words, it's focused on the past. … And we've all been there. … You miss a deadline or botch your project … and your boss defaults to so-called constructive criticism. … And says things like, "You should have given me a heads up!" … or "If it were me, I would have done x, y, and z." … or worse, "You really screwed things up … and we're way behind deadline and now it's on me … to clean everything up." … Yikes! … Here's the deal. … People experience constructive criticism as shaming. … And when people feel shamed and judged, … it not only slows momentum, it feeds disengagement too. … Plus, when we highlight how people went wrong, … it builds defensiveness, because it puts the spotlight … on mistakes and shortcomings. … But future focus feedback sidesteps this personal critique … in favor of teasing out what's possible, … and what might be improved in the future. … So, let's go back to our missed deadline …
- Recall methods for probing deeper in conversations with employees.
- Determine which aspect of a challenge to avoid when determining the challenge an employee can undertake.
- Recognize questions that generate the greatest number of ideas during a brainstorming session.
- Explain the advantage of using focused feedback with an employee.
- Identify the potential benefits of listening and using open-ended questions with an employee who is unhappy with her or her job.