Feedback: Is It Truly a Gift?

We're often told that feedback is a gift.

But here's the thing: sometimes, feedback is provided inadequately and often isn't really about us – it's more about the person giving it.

That's called "interpretive egocentrism" – a fancy term for saying that our own experiences and thoughts can shape how we see other people.

Now, imagine you're getting some not-so-nice feedback. It can make you feel stressed, worried, or even a bit down about yourself. That's because it can trigger your body's "fight or flight" response, making you feel like you're in danger, even when you're not.

And this becomes even more critical when communicating across cultures!

In her book "The Culture Map," Erin Meyer explains how different cultures handle feedback. Some use direct communication, while others prefer a softer approach.

Navigating these differences can be tough, especially in multicultural workplaces!

So, what can we do about it? To effectively manage these challenges, it's essential to develop cultural intelligence and empathy.

By embracing diversity in communication styles, teams can foster inclusivity and collaboration. Understanding how colleagues usually give feedback and adapting our own style can make a big difference.

Additionally, adopting "non-violent communication" can bridge the effectiveness gap by focusing on facts instead of blaming or judging and concluding with a request based on what we need, fostering empathy.

And there are other ways, too, like coaching or mentoring, which can be even more effective in most cases.

At the end of the day, it's all about accepting that we are all different, and that's okay.

So, embracing our differences can not only enhance our communication to boost productivity but also, when wrapped with respect, determine if feedback was truly a gift or not.

Thoughts? Let me know in the comments!