How well are you facilitating the development of your team? Ironically, your people want constructive feedback more than you are prepared to give it!

A recent global study found people wanted corrective feedback, more than praise, if it was provided in a constructive manner[1]. 72% said their performance would improve if their manager provided corrective feedback.

Why don’t we give feedback?

  • Don’t have time. There is always more to do in a day than time in which to do it. It’s easy to put off a potentially uncomfortable interaction on the basis of being too busy.
  • Don’t know how it will be received. We worry we will offend or upset the person and perhaps damage the relationship.
  • Don’t have the skills. The ability to give feedback is one that must be cultivated in addition to job-specific technical skills.

As a junior in an organisation, success is about growing yourself. As a leader, success is about growing others.

Perhaps, until now, you had not realised the value of constructive feedback. Perhaps it’s hard to believe that what is so clear to us – as an observer – can be unknown to others!

What action could you take today to give and invite developmental feedback? What action will you take today?

Have an Extraordinary day.



[1] Zenger, J. & Folkman, J. (2014, January 15,) Harvard Business Review: Your Employees Want the Negative Feedback you Hate to Give.  The authors surveyed 899 individuals globally about their relationship to feedback.


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