Feedback. It’s a wonderful gift when well-delivered. But when it’s not, it can do a lot of damage. Not just to the recipient, but to the person who delivers it. I recently read an interesting article about this. It turns out that a leader’s beliefs about feedback impact the way they provide it. For example, a leader who believes negative feedback has been helpful to them is more likely to give negative feedback to someone else. But that will have consequences for their leadership brand. Why? Because research shows that leaders who focus on giving negative feedback are seen as less effective than those who focus on fostering positive conversations.

Of course, positive leadership trainers have been saying this for years. There’s a strong body of research that shows when you focus on reinforcing strengths and providing constructive, you foster growth and success in your team. Positive feedback not only enhances job satisfaction but also improves productivity and overall performance.

Positive leaders understand that feedback is not a one-size-fits-all proposition. Some people prefer more direct, critical feedback. Others respond better to positive reinforcement and encouragement. As a manager, you need to understand what works best for each member of your team and adjust your approach accordingly.

To find out more about this interesting topic, read the original source article here.

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference.