Would it be helpful to you
that I, now and then, give you
feedback about how you work / lead.
I tend to have a fresh perspective on
how work is done. Would you like
some feedback from me about how
work is going?
Tip # 2
Find out if people prefer positive
and/or negative feedback
About half of us prefer negative feedback
The other half of us prefer positive feedback
For a player - for any human being - there is
nothing better than hearing “Well done.”
Sir Alex Ferguson
Thank you. Great job. I really
appreciated your work on that project.
This takes less than 10 seconds to say.
Research shows that when people
receive honest feedback, they are
far more engaged.
Expert coaches uniformly avoid overloading performers
with too much or too technical information.
They tell the performers one important thing they
noticed that, if changed, will likely yield immediate and
Avoid words like “never” or “always”,
because the person will get defensive.
Tip # 7
Do not give too little
nor too much feedback
Tip # 8
Give more feedback about
the effort that people made
Compliment effort more than
complimenting intelligence or talent.
Praising effort helps build resilience
and determination, while praising talent
and ability results in risk-aversion and
heightened sensitivity to setbacks.
The most effective leaders actively seek feedback
What’s 1 thing you see me doing - or not doing -
that holds me back?
Ask for just one thing
When you ask for feedback, you not only find out how
others see you, you also influence how they see you.
Soliciting constructive criticism communicates humility,
respect, passion for excellence, and confidence, all in
How was the event? Please draw a line of your choice
What, in particular, did you like?
Further sources of inspiration
Schein, Edgar H.: Process Consultation, p. 98.
Thank you for your interest. For more inspiration and
personalized services, feel welcome to visit
Have a great day.