Alessandro Magionami’s Post

When you give honest feedback, you're stepping into a delicate balance between helping someone grow and potentially causing harm. The way you deliver your feedback, the timing of it, and the mindset of the person receiving it all play crucial roles. On one hand, honest feedback can be a catalyst for growth. It gives you insights into areas you might not have seen otherwise, helping you make better decisions and become a better version of yourself. Constructive criticism, when delivered with care, builds trust and strengthens relationships because it shows you genuinely care about the other person's development. However, there's a flip side to this coin. If feedback is poorly delivered, it can demoralise and damage your self-esteem. It might even strain relationships if it's not communicated with empathy. Timing is also key; giving feedback at the wrong moment or without considering if the person is ready to receive it can lead to negative consequences. So, what's your take on this? Have you experienced the power of constructive feedback firsthand? Or maybe you've been receiving poorly delivered feedback? Share your thoughts, and let's dive deeper into this topic together. #DrStevenKhaw #ProfessionalTrainer #Feedback #Management #LinkedInCommunity #Honesty

Giving hard feedback is a challenge I've faced many times as a leader. One particular instance that stands out involved a team member I respected deeply but who had recently begun missing key deadlines. I knew I had to address it, yet I wanted to do so in a way that preserved their motivation and confidence. This experience taught me the importance of careful preparation and a thoughtful approach when delivering tough feedback. First, I make sure I'm clear about the specific feedback I want to provide. Second, I understand that hard feedback should always be delivered in private, and both the recipient and I should be in a calm and receptive state of mind. When sharing feedback, I focus on specific incidents and use "I" statements to describe my observations. For example, I might say, “I noticed you handling this situation differently than usual. I'd like to discuss how we can approach it more effectively.” I also emphasize the importance of this feedback for the person's growth and development. We all need feedback to grow. Without it, organizations can develop unhealthy habits, such as avoiding conflict or only giving positive feedback. This can lead to unresolved issues that damage morale and hinder professional development. 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐟𝐨𝐫 𝐃𝐞𝐥𝐢𝐯𝐞𝐫𝐢𝐧𝐠 𝐇𝐚𝐫𝐝 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤: ➝ 𝐔𝐬𝐞 𝐭𝐡𝐞 𝐅𝐨𝐮𝐫-𝐒𝐭𝐞𝐩 𝐒𝐜𝐡𝐞𝐦𝐞: Start with specific examples, share your feelings, explain the consequences, and state your expectations. ➝ 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐁𝐞𝐡𝐚𝐯𝐢𝐨𝐫, 𝐍𝐨𝐭 𝐂𝐡𝐚𝐫𝐚𝐜𝐭𝐞𝐫: Separate the individual from their actions to avoid defensiveness. ➝ 𝐂𝐫𝐞𝐚𝐭𝐞 𝐚 𝐒𝐚𝐟𝐞 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭: Conduct feedback conversations in private and ensure confidentiality. ➝ 𝐁𝐞 𝐌𝐢𝐧𝐝𝐟𝐮𝐥 𝐨𝐟 𝐓𝐨𝐧𝐞 𝐚𝐧𝐝 𝐁𝐨𝐝𝐲 𝐋𝐚𝐧𝐠𝐮𝐚𝐠𝐞: Maintain a calm tone and avoid judgmental language. It’s also important to remember that hard feedback doesn’t have to be all negative. I always try to highlight the positive aspects of the person’s work while addressing areas for improvement. My goal is to deliver the feedback in a way that is constructive and encourages growth. What about you? How do you handle delivering tough feedback? Any strategies you find helpful? #feedback #mindfulness #peoplemangement #leadership #LeadwithRajeev

𝐖𝐡𝐲 𝐢𝐬 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐎𝐟𝐭𝐞𝐧 𝐔𝐧𝐜𝐨𝐦𝐟𝐨𝐫𝐭𝐚𝐛𝐥𝐞? Let's face it - receiving feedback isn’t always a smooth experience. It can make us feel vulnerable, defensive, or even frustrated. But here's the thing: 𝒇𝒆𝒆𝒅𝒃𝒂𝒄𝒌 𝒊𝒔 𝒐𝒏𝒆 𝒐𝒇 𝒕𝒉𝒆 𝒎𝒐𝒔𝒕 𝒑𝒐𝒘𝒆𝒓𝒇𝒖𝒍 𝒕𝒐𝒐𝒍𝒔 𝒇𝒐𝒓 𝒈𝒓𝒐𝒘𝒕𝒉. Yet, so many of us struggle with it. Here are a few reasons why people shy away from feedback: - Fear of Judgment: We tend to equate feedback with criticism, assuming it’s a reflection of our worth or capability. - Ego & Comfort Zones: No one enjoys hearing they need to change, especially if it challenges what we think we’re already doing well. - Poor Delivery: Sometimes, feedback is given poorly - unstructured, negative, or vague - which makes it feel more like an attack than constructive advice. - Instant Emotion: It’s easy to react defensively before really considering the value in what’s being said. How to shift this mindset? 1️⃣ Separate the person from the feedback- it’s about the work, not you as an individual. 2️⃣ Treat feedback as a gift - it’s information designed to help you grow, not tear you down. 3️⃣ Ask questions - clarify and seek specifics so you can understand how to improve. 4️⃣ Be open, not reactive - easier said than done, but embracing feedback with curiosity rather than defensiveness changes the entire conversation. Let’s remember: feedback is the bridge between where we are and where we want to go. #Feedback #GrowthMindset #Leadership #ProfessionalDevelopment #SelfImprovement #Business

When was the last time you received feedback from someone? It could be from your loved ones, friends, family, or even a colleague. How did it make you feel? What emotions did it trigger inside? And most importantly, how did you respond? Recently, I received some feedback that wasn’t easy to digest at first. Like many of us, my initial reaction was discomfort, maybe even a bit of defensiveness. But after taking a step back and shifting my perspective, I realized how valuable it was for my growth. We often tell ourselves we're open to feedback, but is that really the case?  If you think back, have you ever noticed a pattern in how you react, especially when the feedback isn’t all positive?  It’s human nature to feel defensive or uncomfortable when hearing constructive criticism. Research shows that when we receive critical feedback, it activates our brain’s “fight or flight” response, making us more likely to react emotionally rather than rationally. Studies also suggest that nearly 70% of employees become disengaged after receiving negative feedback, underscoring how challenging it can be to accept it openly. But feedback is inevitable. The question is, what mindset do you want to hold when receiving it? How can we move from being defensive to seeing feedback as an opportunity for growth? By becoming more aware of our emotional triggers and consciously shifting our mindset to one of learning, we can transform feedback into a powerful tool for improvement. What’s one step you can take to approach feedback constructively today? #Leadership #FeedbackCulture #GrowthMindset #SelfDevelopment #EmotionalIntelligence #LeadershipCoaching #ConstructiveFeedback #ProfessionalGrowth #LeadershipExcellence #ExecutiveCoaching #TrainingConsultant #Resilience #SuccessMindset #MindCanvasCoachingandConsulting #Coaching

🌟 Understanding Your True Value Beyond Feedback! 🌟 Today, I had an enlightening discussion with one of my subordinates about the nature of feedback and its impact on our self-worth. This conversation inspired me to share some thoughts on the importance of understanding that our value is not solely defined by the feedback we receive at work. (!!!) 🔍 Why Reflect on Feedback? Growth Mindset: Feedback helps us identify areas for improvement, fostering a culture of continuous learning and adaptation. Self-Awareness: Reflecting on feedback encourages us to understand our strengths and areas where we can excel even further. Balanced Perspective: Not all feedback will be positive, but it's important to maintain a balanced view. Constructive criticism is an opportunity for growth, not a measure of our worth. 💡 Key Takeaways: Separate Identity from Feedback: Your value as a professional is multifaceted and shouldn't be solely determined by feedback. Your skills, experiences, and unique perspectives contribute significantly to your worth. Reflect, Don’t React: Take time to reflect on feedback before reacting. Understand the context and consider how it aligns with your personal and professional goals. Seek Constructive Feedback: Proactively ask for feedback that can help you grow. Focus on actionable insights rather than taking critiques personally. Celebrate Your Wins: Acknowledge your achievements and strengths regularly. Positive reinforcement is as important as constructive criticism. In the end, remember that feedback is a tool for growth, not a definitive judgment of your capabilities. Embrace it with an open mind, and let it guide you towards continuous improvement and success. #ProfessionalGrowth #Feedback #SelfImprovement #Leadership #ContinuousLearning #GrowthMindset

If there’s one thing I’ve realized over the years, it’s that giving feedback is a skill — and like any skill, it takes practice. I’ve learned that the right timing and the right amount of honesty are crucial when it comes to constructive feedback. ⏰ Now some might think giving praise is easy, but especially as Germans I feel like we don’t verbally honor good work enough. Knowing this, I try to remind myself to give positive feedback more often because – unfortunately – it doesn’t come as naturally as it should. But especially when it comes to a bit more negative feedback, I tend to hold off a bit too long. And sometimes, that delay can cause more harm than the feedback itself ever would. 🫠 So here’s what I’ve figured out so far: 1️⃣ Don’t wait — holding back feedback can create bigger issues down the road. The sooner you address it, the easier it is to correct and improve. 2️⃣ Be direct, but empathetic — finding the balance between being clear and compassionate makes all the difference in how the feedback is received. Good communication skills are everything. 3️⃣ Feedback isn’t one-sided — sometimes, these conversations reveal insights I hadn’t even considered, which benefits both sides. But I’m still trying to find the right moment and the right words to address these harder conversations. It’s a work in progress. For those of you who consider yourselves masters in this are, I’m curious: How do you approach giving feedback? Any tips? Let’s share ideas! 👇 #Feedback #Leadership #Growth #CTO #Improvement #Lessons

How to Give and Receive Constructive Feedback Despite it being crucial for both personal and professional growth, many of us struggle with both giving and receiving effective feedback. Keep reading below are some effective ways to both give and receive constructive feedback with ease Giving constructive feedback 1) Be specific - Only talk about certain behaviour and not personal traits. 2) Be objective - Ensure your feedback is grounded in facts and not tainted with personal bias. 3) Balance - Always include positive feedback with criticism 4) Solution-oriented - Instead of just pointing out the problem, go a step ahead and offer solutions. Receiving constructive feedback 1) Active listening:  Listen without interrupting.  understand before responding. 2) Open mind: view feedback as an opportunity for growth instead of criticism. 3) Reflect : Take some time to understand and reflect on the feedback. Acknowledge and take accountability. 4) Action : Post reflection, create an action plan to address the issue. Outline what it will take for you to improve and monitor yourself. Country to popular belief feedback can be a force for good. Constructive feedback has the power to build trust and nurture transparent communication. #Feedback #ProfessionalGrowth #Leadership #CommunicationSkills #WorkplaceCulture #ContinuousImprovement #SoftSkills

Why you suck at feedback A friend of mine recently went on a course in How to Give and Get Feedback. How was it? A complete waste of time, according to my friend. Oh, so did you tell the organisers this? I asked. But of course my friend had done no such thing. Instead they had thanked the presenters for a really good presentation and for arranging such an interesting and useful course. It’s rare to get honest feedback. We all lie a little, don’t we? Mostly because we don’t want to hurt people’s feelings, or because we are afraid of their reaction if we tell the truth. A professor I had once said you should always ask the biggest asshole you know for feedback. Cause they won’t care about offending you, you might learn something useful. But the problem isn’t so much how we give feedback. You don’t need to learn a formula, start with something positive, or any of that stuff. What you need, is to create an atmosphere of trust, where people on the team feel secure, and trust others to have good intentions. If you are able to do this, feedback can take many forms. It can be very direct. You can even tell people something kinda sucked. The most useful feedback I’ve had in my career wasn’t wrapped in anything. It was raw, and to the point. But it came from people I knew wanted me to succeed. That’s when you know you have a good feedback culture. Why do you think we are so bad at giving good feedback? Artwork: Happy or Not? #leadership #feedback #culture

👉 Do you ever ask for feedback and get a generic response? 👉 Does the response feel a bit... 'nice' when what you really needed was something that would help you improve? I hear you! As a leader, I valued receiving the constructive feedback that was going to help me to be a better leader, to build emotional intelligence, and help me to help others. But when I asked for feedback, I often received plenty of generic 'nice' feedback like 'It was good's' or 'You did well' but I struggled to get the really valuable stuff like: 👉 More specifics about exactly went well (This helps me to keep doing what I do well) 👉Where I could improve (Because...well, this helps me to improve!) Don't get me wrong... the nice stuff is lovely, and I needed to hear it. But the really valuable feedback was harder to get. Until I changed my approach to asking for feedback. Here is my evolved approach to asking for feedback: ✅ - Frame the request - Let the giver know why it is important to you and give them permission to be honest, constructive, and detailed. ✅ - Ask for specific positive feedback ✅ - Ask for specific constructive / development feedback As a result the quality of the feedback improved, helping me to become more aware of my abilities and opportunities, more aware of my impact on others, and more emotionally intelligent (maybe not the last bit... 🤔) In this video I share some examples of framing and different questions. Finally - If you are going to ask for it... you have to be ready to accept it, like the gift that it is. #LeadershipDevelopment #EmotionalIntelligence #Feedback

The "Ten Commandments" of feedback 📜 by Joe Hirsch ✅ Look forward: pointing others toward a future they can change instead of a past they can't. ✅ Hold the mirror: instead of telling others what to see, show them where to look. Provoke an insight.   ✅ Listen and learn: turn feedback into a conversation by adopting a learning mindset. Stay curious. Be humble.    ✅ Widen your circle: even if, after getting negative feedback, the last thing we want is more criticism, we need to seek more input from critics and "challenge networks." ✅ Ask for it: too often, feedback arrives too late. Ask often. Giving people multiple opportunities to deliver feedback increases the likelihood of sharing something valuable. ⛔ No sandwiches: avoid the "praise sandwich"; it dilutes the message and diminishes trust. ⛔ No uniformity: people are unique. Their feedback should be, too. An extra step is to ask others how they wish to receive feedback. ⛔ No obsessing: don't waste time obsessing over details. Thank the person for giving you the feedback, and eventually, make a plan of action. ⛔ No time-lapse: we forget things almost as soon as we learn them, and the "forgetting curve" wipes out nearly 90% of information that's not retrieved. ⛔ No pile-ons: too many choices limit our ability to process and perform. Set a few targets at a time. It's easier to track and execute, raising the odds that real improvements will happen.   🔬 In my case, the one that comes more naturally is the "ask for it", while I struggle with "holding the mirror". And you? Illustration by me 😊   Extract from an article from Joe Hirsch. Link to the complete source in the first comment 👇   #personaldevelopment #feedback #leadership