Jake Calabrese’s Post

Let's talk about feedback! I believe I’ve found a growth point that can benefit almost everyone! Enhancing your ability to proactively give feedback, as well as to receive and process it, can elevate your career to the next level! Even if you think that you're good at it, probably there's a room for improvement. I've created a list of skills related to feedback and conducted a self-assessment. I marked the skills I have at a good level with 👌 and the skills I need to improve with 💩 :) 𝐑𝐞𝐜𝐞𝐢𝐯𝐢𝐧𝐠 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤: 👌 Do not get upset about negative feedback from colleagues and try to take important points. 👌Process feedback. Not only should you accept feedback without taking offense, but you should also change your actions as a result of the feedback process. This is the most valuable part of feedback :) 👌To read indirect feedback. Including passive aggression form 😀 I believe we shouldn't ignore passive aggression, but instead should ask direct questions what the person means. Sometimes, it’s difficult to receive an honest answer because people who give indirect feedback are often not ready to express their thoughts openly. 💩 Proactively ask for feedback, even if you're afraid to hear negative feedback. 𝐆𝐢𝐯𝐢𝐧𝐠 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤: 💩 Proactively give negative feedback in a correct form. Even if nobody asked, but you believe that it will improve processes in the team. Most of people try to dodge from this burden, including me 😐 👌Proactively give positive feedback! People often forget to share "obvious" positive feedback, but at the same time it can be something very important for your colleague. Do you have some skills to add in this list? How is your feedback-related skills? :) #productmanagerskills #productmanagement #feedback #softskills

💬 "Can I give you some feedback?" It's a question I hear often in teams, and it’s usually rhetorical. Before someone can respond, the feedback arrives - sometimes constructive, but often unexpected. Even when it's meant to help, receiving criticism can feel like a heavy weight. Why is that? Criticism has its roots in the Greek word κριτικός, meaning "to judge." Even when delivered with good intentions, feedback can land like a judgment, especially if it's not well-timed or if it hits a sensitive spot. This can be particularly challenging for those who are sensitive to criticism. 𝗜𝗺𝗮𝗴𝗶𝗻𝗲 𝘆𝗼𝘂 𝘀𝗵𝗶𝗳𝘁 𝘆𝗼𝘂𝗿 𝗽𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲 𝗳𝗿𝗼𝗺 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝘁𝗼 𝗳𝗲𝗲𝗱𝗳𝗼𝗿𝘄𝗮𝗿𝗱? 🔄 𝗙𝗲𝗲𝗱𝗳𝗼𝗿𝘄𝗮𝗿𝗱 focuses on future possibilities instead of dwelling on past mistakes. It's about offering suggestions that help someone move forward rather than analyzing what they did wrong. This shift creates a more open, positive environment where growth feels attainable rather than judgmental. Here’s what I’ve learned about making this shift: 1️⃣ 𝗔𝘀𝗸 𝗙𝗶𝗿𝘀𝘁: Before sharing, consider asking if the person is open to feedback. It helps create a moment of choice, making them more receptive. 2️⃣ 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝘁𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲: Share your thoughts in a way that looks forward. Instead of, "You should have done X," try, "Next time, you might consider Y." 3️⃣ 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝗶𝘀 𝗞𝗲𝘆: Understanding how your message might be received is crucial, especially with people who are highly sensitive or take feedback to heart. This can transform a difficult conversation into a constructive one. Feedback is valuable, but feedforward can be transformational. How do you ensure your feedback lands positively?  Are you using feed forward? Try it, it's a gift! Good luck with your skills journey! Subscribe to 𝗦𝗸𝗶𝗹𝗹𝘀 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲 https://lnkd.in/dKz25fpv #skills #feedforward #feedback #growthmindset #leadership #HR

This is why you should be begging for Feedback (And how you can make the most of it). In my last post, I talked about how to give Feedback effectively. This time I'll explain how you can receive and handle feedbacks. Feedback is a gift, it helps us learn, grow, and excel. Yet, receiving and handling feedback effectively is a skill that requires intention and practice. Here are some tips to guide you: 1. Approach with an Open Mind Feedback isn’t personal; it’s an opportunity to gain perspective. When receiving feedback, stay curious and avoid becoming defensive. 2. Actively listen Focus on understanding, not reacting. Let the other person finish before responding, and clarify any points that seem unclear. 3. Ask for Specifics Vague feedback can be challenging to act on. If someone says, “You need to communicate better,” ask for examples: “Could you share a specific instance where I could have improved?” 4. Separate the Message from the Delivery Sometimes feedback may come across poorly due to tone or wording. Focus on the content, not the delivery, to uncover its value. 5. Reflect Before Reacting Take time to process the feedback before responding or acting. Reflection helps you discern its relevance and identify actionable steps. 6. Say Thank You Feedback, whether positive or constructive, takes effort to provide. Acknowledge and appreciate the person for sharing it. 7. Create an Action Plan Once you’ve understood the feedback, decide how you’ll address it. Set measurable goals and seek ongoing input to track your progress. 8. Follow Up Show your commitment to growth by revisiting the feedback later. This demonstrates that you value the input and are actively working to improve. Feedback isn’t just about improving weaknesses, it’s also about recognizing strengths. Embrace it as a tool for continuous development. What’s one way feedback has helped you grow? Let’s share and inspire each other. #Tolulopemichael #PersonalGrowth #LeadershipDevelopment #FeedbackCulture #CareerDevelopment #ProfessionalSkills

Giving feedback can be tricky, but the feedback sandwich is a popular method but can often be too simplified and comes off as inauthentic. Have you ever felt a feedback sandwich remark coming and still automatically get defensive? The method is supposed to make taking the feedback easier - not feel like someone is still insulting you but with 2 nice things before and after. Here’s some tips: 🍞Top Bread (Positive): Start by highlighting something they're doing well. Be specific! "I love how you always bring fresh ideas to brainstorming sessions. I especially liked Idea xyz" The more specific the better. This shows you were actually paying attention entirely, not just when they messed up. 🥪Filling (Constructive): Now, here is where most people get it wrong. You go in with a “but” negating your positive feedback immediately. For Instance “but, you didn’t have any structure to the meeting” 👉Instead, frame the sentence as what would make it better. The unconscious mind always wants to do things right and improve, but it never wants to be wrong. Start your sentence with “What would make it even better next time is if there was an outline or structure.” Do you see the difference? 🍞Bottom Bread (Positive): End on a positive note! Reiterate your confidence in them or offer support. "I know you can totally nail the structure with a little practice. Let's brainstorm some ideas together!" 👏Pro Tip: Keep it concise and focus on the behavior, not the person. This way, you deliver feedback that's both helpful and encouraging! Tell me in the comments if you ever received a feedback sandwich and how it helped you (or not)! #feedback #communication #sandwichmethod #growthmindset #professionaldevelopment

Why do we struggle so much to give constructive feedback? Lot of reasons... 🤔 The most interesting one I think is that we tell ourselves that it's something negative. 💁♀️ And if WE think it's negative, before we even offer it to people, then THEY are going to sense that it is something negative... A simple mindset switch helps here... 💡 When we see feedback as support instead of criticism, it becomes less scary and more useful. And people FEEL our supportive approach. (Even if they struggle with the feedback itself). When working on our mindset, we need to open it up to see that: 💫 Feedback is a Gift 💫 Feedback is a Conversation 💫 Feedback Builds Trust If we keep thinking that people can't handle feedback, we will never give it to them! And in doing so, we don't develop ourselves and we don't help others to develop themselves. ALSO 👉 We have to let go of the idea that feedback flows top-down. Peer-to-peer feedback should never feel inappropriate or awkward. High performing teams know this and work hard to develop the skills to have these conversations. 👉 We’ve GOT to see feedback as a two-way conversation. An opportunity for conversation and growth! 👉 When we stay quiet, it’s easy for others to assume everything is fine, even when it’s not. The frustration comes out somewhere along the way and it often causes a blow up! Final Thought... 💡 Before we can give the gift of #feedback to others, we may need to work on ourselves first — our mindset, our skills, and our willingness to engage. By developing a clearer understanding of what feedback is and isn’t, we can let go of fear, build confidence, and approach feedback with the right intent. Leave your tips below 🙏 for giving constructive feedback...this is one a lot of people struggle with.

🔍  The Paradoxes of Negative Feedback 🔍 Constructive feedback is a cornerstone of growth and development in both professional and personal realms. However, it's essential to recognize the paradoxes that can arise when giving and receiving feedback. Let's explore some of these paradoxes: 1. **Negativity Bias:** Research shows that our brains are wired to focus more on negative feedback than positive reinforcement. To maintain trust and positive relationships, it's crucial to provide a balance of positive reinforcement. Aim for a ratio of four or five positive reinforcements for every negative feedback. 2. **Emotional Threats:** Despite our intentions, feedback can sometimes threaten individuals with negative feelings or a loss of love and acceptance. It's essential to deliver feedback with empathy and sensitivity, focusing on constructive solutions rather than criticism. 3. **Information vs. Behavior Change:** Often, we believe that people will change their behavior solely through the provision of information. However, behavioral change is complex and influenced by unconscious factors. Understanding the underlying causes of behavior is key to effective feedback. 4. **Unconscious Dynamics:** We may be unaware of projection and transference when giving feedback. Our own biases, experiences, and emotions can unconsciously influence the feedback we provide. It's essential to reflect on our own motivations and perspectives before offering feedback. 5. **Sender vs. Receiver Needs:** Feedback often fulfills the needs of the sender more than the receiver. It may reflect the giver's biases, insecurities, or desires for control. Effective feedback should prioritize the receiver's growth and development, focusing on actionable insights and support. If you want to develop your ability to deliver effective feedback, book a free introductory meeting with us. Comment under the post to receive our Golden Rules Handout for feedback everyone wants to hear. #Feedback #GrowthMindset #ProfessionalDevelopment #LeadershipDevelopment

🚫COMMON FEEDBACK ERRORS TO AVOID.🚫 Most people have the habit of giving advice. But the use of the right words is important. It is very important to have correct feedback and correct advice. Do you agree with this? When you give advice or feedback, we understand whether it is correct or not with constructive feedback. Now… What is CONSTRUCTIVE FEEDBACK? Constructive feedback is like giving helpful advice. Instead of just pointing out what's wrong, you also suggest ways to make things better. It's kind of like a coach giving you tips to improve your game. Here are 7 ways to give constructive feedback effectively: ✅️ BE CLEAR AND DIRECT: Speak clearly about what needs to improve, using simple language. Avoid vague or complex terms. ✅️ FOCUS ON ACTIONS, NOT PERSONALITIES: Talk about what someone did, not who they are. For example, "Your report had some errors" is better than "You're not detail-oriented." ✅️ OFFER SOLUTIONS, NOT JUST PROBLEMS: When pointing out an issue, suggest ways to fix it. Instead of just saying something's wrong, give helpful advice on how to make it right. ✅️ START WITH POSITIVES: Begin with something they did well. This helps the person feel valued and sets a positive tone for the feedback. ✅️ USE "I" STATEMENTS: When giving feedback, say things like "I noticed" or "I felt" instead of "You did" or "You always." It makes the conversation less confrontational. ✅️ GIVE FEEDBACK QUICKLY: Don't wait too long to share feedback. The sooner you address an issue, the easier it is to correct. ✅️ ENCOURAGEMENT: End on a positive note. Offer encouragement and support to motivate them to continue improving. These 7 points break down constructive feedback into simple, actionable steps to make it easier to understand and use. Would you like further explanation on any of these points? Comments below.👇 #feedback #grow #advice #7points

Ask for feedback! I don't need to state why feedback is so important. But we do need to encourage people, especially young people, asking for more of it. It's a scary thing, to make yourself vulnerable and invite feedback but it can also be the same thing that empowers you - not knowing and sitting in the dark is so much worse. And as with any skill, the more you practice, the easier it becomes. 🫣 My advice for asking for feedback: 1. Do an audit 📝 - of whatever it is you're asking about. Use a SWOT analysis and take time to reflect on it yourself before you ask someone else 2. What do you want 🤷♀️ - from the conversation, the feedback and for yourself. 'I want to leave knowing and feeling X' 3. Probe ☝️ - if feedback is vague, ask the who/what/how/why/where questions for a deeper understanding 4. Think critically 🧠 - especially if the feedback isn't requested or it's with someone you don't have the best relationship, keep thinking critically about it, especially if it's posed as advice - it doesn't always need to be followed. Finally a tip I learnt from the ever amazing Stefanie Sword-Williams FRSA (she/her) - make a photo album or email label of 'good things' and save all the good feedback/moments so you have undeniable evidence of your capability in moments of self doubt. 🔥 #feedback #askingforfeedback #selfdoubt #confidence

I used to take feedback so personally because it felt like an indictment of who I am as a person, fundamentally, at my core. But the truth is… ✔ Feedback is just data ✔ Feedback is just someone else’s opinion ✔ Feedback is just how someone experienced you in a moment Feedback is the best way for you to gain insights into how you are perceived, which is an important part of developing EQ. EQ isn’t just about being aware of your quirks but about your impact, and the impact of your presence. ✔ How do people perceive you? ✔ How do people feel when working w/ you? ✔ How do people feel when you walk into a room? Feedback is the best way to assess that, and here are 3 things to stop doing when asking for feedback. STOP saying… ⭕ I don’t do that, do I? ⭕ I’m not like that, right? ⭕ I’m glad that’s not my issue START saying… ✅ What’s something you’ve noticed I do, that I might not be aware of? ✅ Hey, I saw someone do X,  is that something that you’ve observed me do? ✅ What are two of your favorite things about me, and one thing that I could improve on? AVOID saying… ⭕ I disagree.   ⭕ I know I don’t do that. ⭕ No one has EVER said that about me. TRY saying… ✅ Wow, I didn’t realize that was something I do. ✅ You’ve really given me something to think about.  ✅ I appreciate your candor in giving me that feedback. Invite them to provide constructive feedback not “yes man” praise, and acknowledge and show appreciation for their willingness to do so. #mondayswithmorenike #letsgrow #feedbackiskey

Why does negative feedback/telling the truth make you feel bad? Negative feedback is the truth but …… it rarely gets the outcome you want. This is because in negative feedback, you are saying to a person what they didn’t do or what they did incorrectly, and although true it almost always prompts excuses, blame, defensiveness or aggression. All of these responses make us feel uncomfortable, often cause conflict and make you wonder why you even bothered to give feedback when ‘they just can’t take feedback’ and ‘nothing changes, feedback doesn’t work’. So, even though we know negative feedback doesn’t work, we keep doing it. Why is that, particularly given that this is the definition of insanity?! We do it largely because of habit, because we have grown up with negative feedback. Our parents told us “you shouldn’t”, “you mustn’t”, “you didn’t” or “why didn’t you” when we did the wrong thing, and if we reacted badly, they often said to each other “well, sometimes they just have to hear it”. It often didn’t lead to the changed behaviour they wanted, more likely it brought a very temporary change while we figured out how to do what we were doing but not get caught! Unfortunately, we then see this pattern of negative feedback repeated at work. Managers give the same negative feedback that parents gave …… with the same non-results. And it is often the discomfort of their direct report’s reaction that pushes managers away from giving the feedback they know they should give. So, as a manager what should you do? Obviously, you need to address the improvements you need to see in performance, attitudes and behaviour. If you say nothing, certainly nothing will change. The ‘trick’ is to use the right technique, which is constructive feedback not negative feedback. Are you sure you know the difference between the two? #WorldClassTeams #Feedback #Leadership