Once again, one of my favourite thought leaders and authors is challenging current thinking and practice. For years I have been teaching how to deliver Effective Feedback, which focuses on observation and data rather than opinion, which is of course subjective. We have tried for years to de-conflict the feedback process so that it can help enhance skills and build trusting relationships.
In the last thirty years, we have been through so many iterations of feedback that it is hard to keep up with the ever-changing recommendations and practice methodology. In my employment experience, we moved from Critique to the Feedback Sandwich to Constructive Feedback to the more recent versions based known as Evaluative, Interpretive, and Positive/Negative feedback.
Now Marcus Buckingham suggests that we provide our reaction rather than a carefully curated feedback discussion. I find this intensely interesting. Interesting because ‘reaction’ is fueled by individual stimuli, both internally and externally driven, and I am wondering how we can refocus management coaching and consulting to embrace Marcus’ new thinking.
It appears that ‘reaction’ could be a useful alternative. It will take a thoughtful and empathic person to deliver their ‘reaction’ effectively and without the kind of language and tone the destructive and over-used ‘constructive’ feedback process has delivered previously.
What are your thoughts?
Nancy's passion and goal is to help others find more peace in their lives by helping them develop their conflict awareness IQ and their interpersonal skill sets. If you would like to know more, book a free 30 minute conversation with her. Book Now