Here's how you can navigate the common mistakes when giving or responding to feedback.

Throughout my career, I've prioritized fostering growth through clear feedback. Leading a team on a crucial project, I initiated candid discussions, appreciating their efforts while outlining areas for improvement. This deliberate approach cultivates open communication, collaboration, and ultimately, success within my teams.

Avoid vague or general feedback that lacks clarity or specificity. Instead, provide specific examples and actionable suggestions for improvement to help the recipient understand what they need to change or adjust. Offer opportunities for your team to stretch their abilities and take on new challenges. Assign projects or tasks that are slightly outside their comfort zone, and provide support and resources to help them succeed. Create a safe and supportive environment where team members feel comfortable taking risks and making mistakes. Foster open communication, trust, and psychological safety within the team to encourage experimentation and innovation.

Effective feedback requires precision and empathy. As leaders, we elevate our teams' potential through guidance crafted to build, not dismantle. Articulate intentions lucidly - feedback should illuminate the path to improvement, not just obstacles. Instead of vague advice like "be proactive," pinpoint specific opportunities, e.g., "Sharing insights early in project meetings can drive strategy effectively." Feedback fosters innovation and self-reflection; it's an investment in someone's professional journey, not a transaction. Provide clear, actionable insights to chart a new course, not just correct it. Approach feedback as a strategic dialogue, not a monologue.

I have given feedback in various ways. From my experience, feedback is best received when I remain authentic and at the same time show empathy for the other person. Respect is key, and that I know exactly what I want to say to the person. If I say it in my own language and don't pretend, the effect is greatest and the other person is grateful for it. Especially in a critical situation in a project or during a discussion with another party, I can ensure that everyone remains motivated and pulls in the same direction despite critical feedback.

Some macro examples of situations I've been through and it was a success: - Acknowledge the employee's achievements and contributions. - Provide feedback based on data and technical examples. - Offer clear solutions aligned with the company's goals. - Foster a learning environment and open, respectful communication. I believe these are some guidelines, in which the company can cultivate an effective feedback culture, boosting individual growth

In my experience, one of the most difficult moments, that requires Active Listening is when someone is trying to explain a serious matter. This is the case of Aviation Mishaps. I remember the day when one pilot of my Squadron crashed the aircraft during landing. It wasn't easy at all to listen to him while looking at non verbal cues (e.g. body language, gestures, paralinguistics, etc.) and avoid any sort of bias. Every single element of the conversation was a piece of a bigger puzzle, whose picture might have revealed the reasons of the accident and/or critical clues for the investigation. If you miss it, in that specific moment, you lose it!

Listening is a great skill. This is something that allows us to grow. When you are speaking, you are just sharing what you know but when you are listening, you are adding something to your knowledge and wisdom. Active listening also creates an open and positive environment that makes others feel inclusive and would improve the bonding.

Active listening is crucial as it fosters understanding, trust, and collaboration. By fully engaging with others, we validate their perspectives, demonstrate respect, and build stronger relationships. This not only enhances communication but also enables us to gather valuable insights, leading to better decision-making and problem-solving. Active listening cultivates empathy and promotes a culture of inclusivity, ultimately driving positive outcomes in both personal and professional settings.

As a professional in my experience, I understand the importance of active listening when receiving feedback. I refrain from immediate responses and focus on genuinely understanding the perspective presented. Through active engagement, including asking clarifying questions and paraphrasing, I ensure a deeper comprehension. I acknowledge the feedback received, demonstrating respect and openness to different perspectives. This approach fosters a culture of open communication and continuous improvement in our professional environment.

Overcoming emotional attachment to business can be challenging but essential for effective leadership. I've implemented strategies like mindfulness and self-reflection to maintain perspective. Seeking mentorship and feedback has helped me gain alternative viewpoints. Additionally, setting clear boundaries between personal and professional life has allowed me to approach business decisions with a more balanced mindset. This journey of self-awareness and growth has enabled me to lead with greater clarity and resilience.

Ignoring or suppressing feelings central to the conversation. There’s an old saying that it’s best to check your emotions at the door. But is this realistic? And what if those emotions are central to a workplace problem? It’s true that you don’t want to be an emotional wreck during difficult conversations. But ignoring what you and others are feeling can lead you away from the truth—and away from the messages and solutions you should be exploring most. You can calmly describe what you’re feeling without blaming or attacking others. For example: “It’s upsetting to me when you ask for my input and then ignore it,” versus “It’s rude of you to ignore my input.”

I emphasize the importance of emotional control in feedback exchanges. When giving feedback, it's crucial to monitor tone and body language to avoid an aggressive approach that may trigger defensiveness and hinder learning. As a recipient, I encourage emotional management to separate feedback from personal aspects, reminding that it pertains to behaviors and outcomes, not individual worth. This ability to keep emotions in check enables an objective assessment of feedback, fostering an environment of growth and professional development..

Another common mistake businesses make is not taking the time to analyze the feedback they receive. Its important to ensure that all feedback is carefully reviewed so that patterns can be identified and addressed. Companies should also look for areas where improvements can be made and adjust their strategy accordingly. If businesses are n't taking the time to review and analyze the feedback they receive, they are likely missing out on opportunities for improvement.

The right approach to follow-up actions involves clarity, timeliness, and accountability. Firstly, ensure that expectations are clearly communicated and understood by all parties involved. Then, promptly follow up with actionable steps, addressing any outstanding issues or concerns. It's crucial to maintain open lines of communication throughout the process and provide regular updates on progress. Additionally, assigning clear responsibilities and deadlines helps to hold individuals accountable and ensures that tasks are completed efficiently. Finally, conclude with a review of outcomes and any necessary adjustments for future actions.

Giving feedback on personality rather than actions. By giving feedback on personal qualities or personality, people lose motivation in a blink. Anyone can change actions and performance to improve and try to achieve a different result. But there is a fine line between saying: "you did this wrong" and "you are wrong."

A great relationship stands on mutual respect with our which the relationship would not sustain and tends towards toxicity. This can be both on personal and professional fronts. Professionally, people prefer to be respected, trusted and to be relied on. This again would come from the ambitions, priorities and the openness of the person.

Trust is the foundation of good feedback. Without trust, someone may hear feedback but not trust the value of that feedback or the intent of the sender. Feedback is about learning, and learning only takes place when new information is received and behavior changes. Sometimes feedback is difficult to take, but my perception changes when feedback comes from someone I trust and has my best interests at heart. I’m more likely to let feedback change my behavior if it comes from someone I trust. If we want our teams and organizations to be continually improving, we must first establish trust.

One of the things to consider while giving feedback to someone would be use Impact Feedback; i.e., focus on the impact of someone’s actions. Describe how their behavior affected others or the organization. Impact feedback sheds light on previously unnoticed aspects and encourages positive change. For example, you could say, “business partners got confused, which led to further delay in securing sign-off” to highlight the effect of their actions.

Sugarcoating is for apples or nuts, not feedback. Sugarcoating, or 'emphatic buffering,' as described by Michael Schaerer, Ph.D., is a phenomenon of people holding back criticism to spare the other person's feelings. This (un)conscious softening has proven to lead to misunderstandings where corrective feedback either gets lost, misinterpreted as a positive one, or understood for what it is - a sweet and sticky awkwardness.

Giving and responding to feedback effectively can be a challenge. Here are some common mistakes to avoid: * When giving feedback: - Lack of specifics: Provide concrete examples instead of vague statements. - Focusing on negatives: Balance criticism with positive reinforcement. - Emotional delivery: Focus on the behavior, not the person. * When responding to feedback: - Getting defensive: Listen actively and try to understand the feedback. - Ignoring the feedback: Consider the feedback and discuss if needed. - Taking it personally: Separate your self-worth from your work.