Roberto Ferraro’s Post

Working to harvest even more benefits of feedback? This practical guide is rich in insights and immediately actionable. Thsnk you Dror for sharing. Comment or follow me for more tips to come.....including what hundreds of successful leaders and my own experience have taught me about perhsps the most powerful feedback elixir of all......FeedForward. Life is Good! Thank you all, especially MarshallBOT and Marshall Goldsmith

I do agree with ”10 Commandments” of feedback by Joe Hirsch, given here in nutshell by Roberto Ferraro. In my work especially the last point ”Ask often for feedback”, has been important. Therefore I liked Ricco Nourzad’s insightful addition to Roberto’s post about different types of feedback -> all of those are needed in some point: ✨ 𝘈𝘱𝘱𝘳𝘦𝘤𝘪𝘢𝘵𝘪𝘰𝘯: Acknowledging and valuing someone’s contributions. 🗣️ 𝘊𝘰𝘢𝘤𝘩𝘪𝘯𝘨: Providing guidance for improvement or growth. 🧭 𝘌𝘷𝘢𝘭𝘶𝘢𝘵𝘪𝘰𝘯: Measuring someone's performance against standards or expectations.

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

My 5-category Feedback Framework (that’s a mouth-full but it’s simple, powerful, and it works). Here it is: Category #1: Clarity ✅ Good feedback for me is all about being specific and clear. When I receive it, I know exactly what needs attention, with no guessing involved. ❌ Bad feedback on the other hand leaves me in the dark. It’s vague and makes me unsure about what to change or improve. ___ Category #2: Actionability ✅ Good feedback gives me actionable advice. It not only points out issues but also suggests clear steps I can take to address them. ❌ Bad Feedback is frustrating because it lacks actionable insights. It tells me what’s wrong but doesn’t guide me on how to fix it. ___ Category #3: Timing ✅ Good feedback comes at the right time. It’s given soon after the event or behavior, so the context is fresh and relevant. ❌ Bad feedback often arrives too late, missing the moment when it could have made a difference and lessening its impact. ___ Category #4: Tone and approach ✅ Good Feedback is constructive and balanced. It acknowledges both my strengths and the areas where I can improve, which encourages me to grow. ❌ Bad feedback can feel overly critical or negative. It focuses only on what I did wrong without recognizing what I did right, which can be demoralizing. ___ Category #5: Objectivity ✅ Good feedback is objective and based on facts. It’s free from personal bias and focuses on my behavior or outcomes. ❌ Bad feedback sometimes feels biased or personal, influenced by the giver’s subjective opinions, making it seem unfair or unwarranted. What’s your experience with feedback? Good or bad. Share in the comments.           ___ PS: If you want Actionable Leadership Advice like this, follow me and join the conversation. ♻️ Share and repost. Your friends will thank you, and so will I.

"What feedback can I accept graciously—or offer gently?" Feedback conversations are tough at the best of times. End-of-year reviews bring added pressure—Will I get that bonus? The promotion? Do they know how I really feel?! These discussions often stir anxiety, tension, and defensiveness, for both givers and receivers. Research tells us that meaningful feedback will drive engagement, but it’s not easy to deliver or hear. It requires clear frameworks and genuine connection: ✅ Start with shared goals and ask: "How are you?... How are you really?!" All sorts of things get read into meaning when we stick to scripts, and corporate jargon at the surface level. ✅ Be specific and kind. Constructive feedback delivered with empathy is more likely to be well-received and acted upon. ✅ Pause before reacting to feedback. Reflect on what resonates, let go of the rest. Leaders must model openness. Invite feedback from your team with questions like: "What’s one thing I could do to support you better?" When handled thoughtfully, feedback becomes less about tension and more about growth—for both sides. In my career, I’ve rarely received truly meaningful feedback, but the moments I did transformed my perspective. By holding it lightly, and not responding with defensiveness, I was able to reflect and grow through it, however much it stung in the moment! So ask yourself: "What feedback can I accept graciously—or offer gently?" I’ll share one growth-related question here daily (until I run out of steam!) to inspire clarity and reflection. 📄 Write it down. Notice what comes up. I'm interested to know what other advice my network here would share for managing feedback? ♻️ Share this with someone who might take something from this. ➕ Hit follow on my profile for more Dan Spinney. 📨 Message me to explore coaching. #coaching #feedback #growth #leadership #learning

If there’s one thing I’ve learned, it’s that feedback can be the difference between stagnation and growth. But it has to be done right, or it does more harm than good. Here’s my take on how to give and receive feedback that truly moves the needle:  Focus on Behavior, Not Personality: Always speak to specific actions rather than personal traits. When you focus on behaviors, it keeps the feedback objective and makes it easier for the other person to absorb without feeling attacked.  Feedback Sandwich Method: Start with something positive, then dive into what needs improvement, and wrap it up with encouragement. It’s not about sugar-coating but creating a space where the person feels supported.  Make it a Conversation: Feedback should always go both ways. Encourage open dialogue so everyone can learn from the exchange. This fosters understanding and builds stronger relationships.  Accept with an Open Mind: Whether you're on the giving or receiving end, feedback is an opportunity. Approach it with humility and be willing to create an action plan. Feedback is a powerful tool that can help us all get better—if we’re willing to embrace it. So, the next time you're in a feedback loop, remember: It’s not just about what’s being said, but how it’s delivered. How do you handle feedback? Follow Alexa D'Agostino for more leadership insights and strategies! #FeedbackMatters #ConstructiveConversations #GrowthMindset #LeadershipJourney #TeamSuccess

👉 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

Ever given feedback that fell flat? Let's change that. Believe it or not, delivering effective feedback is an art. It takes practice. Here’s how to master it: 1. Start with clarity → Be specific. ↳ Don't just say, “Good job.” ↳ Instead, say, “Your report on X was thorough and insightful.” 2. Be timely → Offer positive feedback and critical feedback as issues arise. ↳ Don't wait. Delayed feedback loses its impact. 3. Focus on behavior, not personality → Avoid saying, “You’re always late.” ↳ Instead, say, “I've noticed you've been late to meetings recently.” 4. Balance the positive with the constructive → Highlight strengths before diving into areas for improvement. ↳ This reinforces confidence and receptiveness. 5. Be empathetic → Put yourself in their shoes. ↳ Understand their perspective. 6. Encourage dialogue → Feedback should be a twoway street. ↳ Allow them to share their thoughts and feelings. 7. Follow up → Revisit the conversation. ↳ Ensure progress and continued growth. Remember: Effective feedback builds trust and fosters growth. If you need help, I've developed a 5 part framework on delivering feedback and having tough conversations: https://lnkd.in/eUdYQB-7 What’s your go to feedback strategy? #leadership #management #bestadvice

🌟 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

Does your feedback drive a real change? I’ve worked in places that preached: 🗣️ Speak up. ✋ Be hands-on. ✅ Own accountability. All great traits—on paper. But the truth? If the system isn’t ready to listen, your words won’t do any better. You speak up. You share your thoughts. And what happens? Nothing. 👉 Feedback ignored. 👉 Data collected—but never acted on. 👉 Problems acknowledged—but the status quo remains unchanged. Here’s the harsh reality: Feedback without action isn’t progress—it’s theater. A well-rehearsed performance. And nobody thrives in a space where their voice goes unheard. So ask yourself: Next time you’re asked for feedback: 1️⃣ Is this a place ready to hear it? 2️⃣ Is this a culture willing to act on it? Because feedback isn’t about being “heard.” It’s about driving change. Enabling progress. If your voice isn’t creating change, maybe it’s time to stop speaking— and start deciding where your voice truly matters.