None of us want negative feedback, but we what we do want is to improve. Therefore, sometimes, not-so-great feedback is a must. Heen states, “What the research shows is that people who go out and solicit negative feedback…those people report higher work satisfaction; they adapt more quickly in newer roles, and they get better performance reviews.”
Taking and running with the negative feedback not only changes you, but also how people see you. If you can learn and grow from it, not only is it beneficial to you and your company, but also to others.
There are multiple factors, such as the outlook of life, that contribute to how we react to feedback. We each have different baselines, which determine how we take getting negative criticism. Heen states, “Understanding your profile can help you understand your own reaction.” If you think you’re a more on the pessimistic side, it might be easier for you to not get too far knocked off your baseline. However, sensitivity comes at all different levels. your coworker might not accept negative criticism as easily. Not only does understand profiles help you personally, but also helps you with teamwork.
It’s important to know what you need to be working on as a leader. Asking the people around you will give you a sense of what can be improved and demonstrate that you care.
Heen believes that feedback “sits on the junction of two human needs:” the need to learn and grow and the desire for acceptance. As we have all experienced, it can either be full of joy or rather painful. When it’s painful, Heen teaches that “It’s about learning to understand and manage the pain, to enrich our relationships, and to get to the learning faster.” We hoped this help you learn more about The Feedback Effect Expected Return in Performance and can apply some of what you learned to your workplace.
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