The Importance Of Feedback

Submitted By karipriya
Words: 1616
Pages: 7

Feedback is crucial. That’s obvious: It improves performance, develops talent, aligns expectations, solves problems, guides promotions and pay and boosts the bottom line. But it’s also equally obvious that in many organizations it doesn’t work. ( Sheila Heen and Douglas Stone 2014). In this article the author has accustomed various illustration on how we have to sportively acquire the feedback that one receives from his/her bosses, peers or subordinates. One such example, was when a girl who receives a feedback from an experienced colleague, was, “to be more assertive”. Now she hears that feedback and starts assessing herself on what her colleague actually meant and where he wanted her to be more assertive? The best part here is when she started thinking where this feedback is coming from and what he actually wanted her to do differently? – Similarly I believe its important for an employee to accept feedback and see it as an hidden ability or talent that is inside you and hasn’t been potentially delivered by oneself. Am sure if one sets his/her mind open to receive feedback, they themselves are one of the paramount out there for his/her own development and precisely shows an eager to learn out of experience which is the key towards success.
Before any individual is ready to give feedback, one must definitely know the art of giving precise feedback. Now this is something very sensitive and the giver must also be able to understand how hard it is to receive feedback. In the article, Thanks for the feedback, the author has fairly explained how feedback can provoke ones emotions: truth triggers, relationship triggers and identity triggers. (????) All of these are quite natural to anybody and it is unavoidable in some cases. Truth triggers when you don’t see or listen to feedback in a right way, it could start from “that’s wrong or I’m not like that” – instead if an individual can sight it as “what might be wrong” and receive them more precisely by “tell me more” and seek others help to see ourselves and our impact on those around us sets aside the truth triggering.(D s andSH). Secondly, when we don’t see what the feedback is about but care more about where or from whom it comes from is because of the relationship that you hold with the person and thus trigeers you from not taking it in the right spirit. Lastly comes the Identity which trigerrs in because we try to create a story out of the feedback because you are overwhelmed and exaggerate more and deeper thus leading oneself to a conclusion of “I’ll never get better”.( D s andSH??). I assert that before getting into all the above ways of taking steps to understand and learn the art of receiving feedback is to start being a good listener and this can definitely helps one to begin assessing your feedback, which is more vital.
Giving feedback is often been a difficult process and at times many of us neglect to do so. Eventually giving and receiving feedbacks help us a lot to be successful both professionally and also in personal life. The article “the right ways to receive feedback by D s andSH) the author has stated six ways to be a better receiver and have also revealed that in order to understand the challenges of receiving feedback which sequentially helps the giver to be more effectual too. The six steps is to Know you’re your tendencies, disentangle the “what” from the “who”, sort toward coaching, unpack the feedback, ask for just one thing and engage in small experiments. Potentially it connotes to initially know how you respond to a feedback, later see what it actually has to say to you and when you know what it needs, seek help from the resources available to learn what’s the better you need and later start acting/working towards the change that was needed. I also believe if an individual is ready to receive feedback it doesn’t require for a turn to receive feedback but can ask for it more often and act towards it then and there to reach victory.