The Three Keys to Giving Feedback to Overly Defensive People
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Feedback provides an opportunity to gain insights about a person's personal and professional actions.
Without feedback, we will move in the same direction without realizing our shortcomings. ...
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Human beings love to gossip, chatter and jest, but some conversations can be stressful, confusing, and even embarrassing. To avoid conflicts and the avoidable pain it can bring, we tend to dodge a ...
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"Sandwiching" your critique between two positive things about the person's softens the blow, and avoids it coming off like an attack. The mix of positive and negative makes people more likel...
Keep your criticism to your observations, and the impact they have. Don't try to fix the problem, just identify it.
Offer to help fix the problem, and to support the solution that the other person comes up with. Unless you know how to do the work your coworker is doing, don't try to solve it for them—they'll ignore your feedback and you.
The point of your criticism is to help someone improve, or to correct a problem, and your feedbacks should carry that message. If you’re doing anything but that, reevaluate whether you actually have legitimate criticism to give, or you just need to talk to someone.
Offer positive and specific suggestions to alleviate the issue at hand, or identify the problem clearly without talking about the person, just the issue.
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