An overwhelming number of human resource professionals find that giving critical feedback is one of the most challenging conversations they routinely have. Maya Hu-Chan, one of CRL’s esteemed advisors, has also found this to be the case. However, she takes that conversation a step further and examines not only giving, but also receiving critical feedback.
If you are reading this article you are a leader looking to grow and learn, no matter what your title may be. Here are 3 strategies you can begin to use now to guide you in successfully navigating these challenging conversations.
#1 – Set ego aside
As leaders, we must embrace vulnerability, set our egos aside, and admit our failings when necessary. If we approach tough conversations with openness and humility, it’s much easier to be open to positive solutions.
#2 – Use straight talk
It is human tendency to focus so much on our own feelings and intentions that we overestimate the clarity of our communication, resulting in vague messages that don’t accurately convey what we mean. To avoid falling into this cognitive trap, use straight talk, which means communicating with clarity, accuracy, and respect. Support your feedback with data and facts. Avoid phrases that can obscure your meaning, such as “it’s a real possibility” or “I will try my best,” which can confuse or give false hope. When tempted to sugarcoat, aim for specificity instead.
#3 – Focus on the future with feedforward
Feedback focuses on the past. Feedforward reframes the conversation to solutions for the future. Acknowledge the past with feedback, but introduce feedforward as a way to focus on proactive possibilities. This helps reframe the conversation from challenging and difficult to hopeful, productive, and positive.
Read the full article and many others published by Maya Hu-Chan in Inc.com
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