We need feedback, that seems. I recently completed a personal brand consulting process with a unique professional. The truth is that I have greatly enjoyed this process, a case not easy but with a very open person, resolute and research. One of the moments that caught my eye is that, arriving at the 5 sessions - the equator of consulting- I received an email with feedback of those sessions. A feedback that tasted like glory, and not because it was all positive, but above all because of the angles of improvement that were glimpsed in the process.
We need feedback, the key to the process
If feedback (Feedback) is so important to measure the effectiveness of our strategy and actions, why do we almost never get it? And what's worse why we almost never asked for it?
Fear of feedback often appears to avoid conflict
I don't like what you've done., but since I don't want to fight you, I shut it up and I don't count on you again. This is the beginning of disaster, of incommunicado, of the rupture.
The things we don't say to each other
What we don't tell ourselves can hurt us. True, with a person you don't trust you have to be careful, because giving feedback can become an intrusion of the kind “And you, who gave you candle at this funeral? That's why we need feedback, you have to give it and receive it between relationships of trust.
An old post from friends of Creative Territory Lists 7 common errors when giving feedback:
- Judging individuals and not actions
- Speaking on behalf of others
- Use generalizations, Ambiguities
- Use vague messages, unconcreet
- Use threats or ironies
- Include your own experiences
- Accompany the feedback of advice
- Don't ask permission (in this I don't agree)
I add some of the specialist Kristi Hedges (Forbes):
- Brown the pill. Go bluntly, don't get to the point
- Lack of adaptation to the feedback receiver
- Focus only on positive or negative feedback
- Light and stenographers: give feedback in public
The other side is the one who gets the feedback, whose attitude will be key to determining whether there will be progress or frustration and stagnation. Our personal brand will benefit from feedback, will be the only way to know if we move forward by enhancing what is perceived as positive and modifying or eliminating what is perceived as improveable. Whatever it is, we need feedback, give it and receive it.
Feedback image by shutterstock.com