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| Feedback Source: pixabay |
Hi!
Today I'm going to be writing about two articles that I've read about feedback. Specifically, about giving feedback.
Article 1
The first article I've read titled ' Trouble with Amazing: Giving Praise that Matters ' written by Jennifer Gonzalez talks about her experience at one of her cardio weight classes were a substitute instructor praised everyone in the room even though they were all putting little effort in the class. The article got interesting when Jennifer mentioned how its ok to use words like "amazing" or "phenomenal" when describes the amazing burrito you're eating. In my opinion burritos deserve more than those words but anyways. Jennifer continues on writing about how feedback should be specifc and gives an example of her son that has just tied his shoes. Instead of telling him he's amazing, she can build him up more and say "you got the knot a lot tighter this time"
I found this example interesting because it shows the clear difference when giving feedback. You can praise the person by saying "you're amazing" which tells them that their success is due to their natural born talent. Or, you can praise their effort by saying "you really pushed yourself on that problem" this sort of appraisal sticks with the individual making them wanting to repeat it in the future. This type of appraisal is what can change an individuals mindset from a fixed mindset to a growth mindset.
Article 2
The second article I've read titled ' How to Give Feedback Without Sounding Like a Jerk ' written by Adam Grant. Adam writes about his experience of having to give a CEO of a company some feedback. A uncomfortable situation to be in if you ask me, anyways. Adam continues and writes that when giving feedback you should consider these points. Explain why you're giving the feedback, make sure the person receiving the feedback knows why you're giving the feedback even if it's positive or negative. Take yourself off the pedestal, negative feedback can make people as Adam says "inferior" meaning lesser in rank. A example of this is " I've benefited greatly from feedback myself, now I'm paying it forward. Lastly, have a transparent dialogue. This ensures that you're being specific when giving feedback. I enjoyed reading Adam's article because it told his scary story of having to give feedback to a CEO of a company while also giving different points we should do when giving feedback.
Even though both articles, told two sides of different stories, I still found them easy and enjoyable to read.
Thanks for reading.
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