Question # 1
How do you offer
to give feedback?
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 about how work is going?
Question # 2
How do you 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.
Question # 3
To what extent do you calm
down before giving feedback?
Question # 4
To what extent do you give
Research shows that when people
receive honest feedback, they are
far more engaged.
Question # 5
How good are you at
using ”I” language?
Question # 6
To what extent do you use
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.
Question # 7
How much feedback should
we give to each other?
Question # 8
How can we give more feedback
about the effort people make?
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.