From the course: Psychological Safety: Clear Blocks to Innovation, Collaboration, and Risk-Taking

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Psychological safety: Encourage healthy feedback as a leader

Psychological safety: Encourage healthy feedback as a leader

From the course: Psychological Safety: Clear Blocks to Innovation, Collaboration, and Risk-Taking

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Psychological safety: Encourage healthy feedback as a leader

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- Giving and receiving feedback happens best in a psychologically safe environment. But how do you give feedback and not harm the psychological safety? Nobody really likes getting feedback, and criticism can erode the psychological safety. Given that managers must give feedback, it's just a central part of your job, we have to find ways to give and receive feedback that really work. And the answer lies in treating feedback seriously as a learning conversation. The way to do this is start by emphasizing, really being explicit, that feedback is part of a learning process. And by the way, like any learning process, we won't get it perfectly. And number two, always share impact. Start with I statements that say, "I observe, I noticed, The impact that had on me, "the impact I observed, your behavior, "your action having was such and such." Never say, "This is who you are, this is what you did." It's a report from you to…

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