Shane Parrish, reflecting on feedback, says that nobody likes a difficult conversation. So, many times bosses care more about how the conversation feels than about whether the problem gets solved. This is selfish. Also, says Parrish, when receiving feedback, many people focus on how they feel about it and not on the substance. Deep down, they don’t actually want direct feedback. Marshall Goldsmith popularized the term feedforward applied to coaching. While feedback evaluates past behavior, feedforward is focused on future improvement. The premise of feedforward is that you can’t change the past, and feedback tends to be seen as corrective and retrospective. People are more open to forward-looking suggestions. However, many times we’ll still need to give feedback. We’ll need to talk about past behavior, even when focusing on future improvement. In a professional relationship, we expect feedback to be honest, non-judgmental, and complete. It doesn’t mean disclosing every fact you hold…
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