There are two kinds of feedback. You have to look hard for one of them.
The key differentiator between managers that attract the best people and all of the rest is the ability and desire to coach and develop. And the key differentiator between managers who are great at coaching and developing and all of the rest is the ability and desire to give high quality feedback.
Feedback is the differentiator. And a very specific kind of feedback. NOT the kind that’s written down to fulfill annual performance review obligations. NOT the kind that’s written down as part of a peer-to-peer you-scratch-my-back-and-I’ll-scratch-yours stakeholder feedback system. NOT the kind that’s delivered during a performance improvement plan review. Heck, it’s NOT the kind that’s written down at all.
Call it “hallway feedback” or even “water cooler feedback,” it’s the kind that’s delivered as part of our day-to-day work. Delivered live and in-person, face to face, as soon after the incident / situation / behavior as possible. This kind of feedback is the differentiator, the most important tool we have for coaching and developing.
The two types of feedback…
There are only two — positive and constructive. Positive feedback reinforces behavior that we want to see continue. It’s the most effective way to get more of a behavior from…
