Here's how you can provide feedback that fosters a growth mindset.

fa?a uma reflex?o conjunta , Destaque os pontos positivos e os a desenvolver e fa?a o liderado entender como pode aplica-los em seu crescimento e desenvolvimento. Esse entendimento deve vir do liderado para que a efetividade seja maior.

To provide feedback that fosters a growth mindset: 1: Focus on specific behaviors and actions, not personal traits 2: Use language that emphasizes effort, progress, and improvement 3: Set clear goals and expectations 4: Provide constructive criticism that is actionable and specific 5: Emphasize learning and development over success or failure 6: Encourage self-reflection and self-assessment 7: Praise effort and progress, not just results 8: Use feedback as a tool for growth, not criticism For example: "I appreciate how you approached this task with persistence and creativity. To further improve, consider trying X or Y next time."

Tailoring your feedback to the individual can make a world of difference. People respond differently to various styles of communication, so consider their personality and preferences when crafting your message. For example, some may appreciate direct, straightforward feedback, while others might respond better to a more gentle, encouraging approach. Personalizing your feedback shows that you’ve taken the time to understand them, which can significantly enhance the effectiveness of your message and foster a deeper connection. This personalized touch not only aids in delivering constructive criticism but also reinforces the positive aspects of their work in a way that resonates uniquely with them.

Providing feedback that fosters a growth mindset starts with embracing empathy. Approach feedback sessions by first understanding the individual's perspective and emotions. Phrase your feedback constructively, focusing on specific actions rather than personal traits, and highlight areas for improvement as opportunities to learn and grow. Encourage setting specific, achievable goals to guide progress. Recognize and praise efforts and improvements, making it clear that skills and abilities can be developed with time and effort. This approach helps create a supportive environment where challenges are seen as stepping stones to personal development.

Think of your feedback as a roadmap—specificity is the GPS that guides you to your destination. Rather than providing general comments, pinpoint precise examples of behavior or outcomes. This level of detail not only clarifies your expectations but also empowers the recipient to take concrete action. Specific feedback leaves no room for ambiguity, ensuring that your message is received loud and clear. It demonstrates your attentiveness and investment in their development, fostering a culture of continuous improvement. So, next time you offer feedback, remember: the more specific, the better!

Being specific about what you observed and how it can be improved is much more effective. Identifying particular instances where a change could lead to better outcomes makes your feedback actionable and shows that you're paying attention to their work in detail. Specificity helps the receiver understand exactly what they did well and where there's room for growth. This clarity makes the path forward more attainable and supports their development more effectively. Providing detailed feedback fosters a culture of continuous improvement and helps individuals achieve their full potential.

Specific feedback fosters growth. The more specific it is on the positives that you observed and the more encouraging it is to the receiver, the higher the likelihood that it will lead to something positive. Critical feedback most of the time does not help to grow and therefore should be avoided, unless there is an agreement of some sorts to give and receive it. There is no point in giving feedback if it is not very precise and clear. If you don't want to give feedback, don't. If you want to give feedback but don't dare to point out critical things, then rest focused on the positives.

I absolutely agree. When giving feedback focus on the positive side and how you can support the person to excel in what they already do very well. I suggest to ask if some more critical feedback is welcome before giving it. Make sure the reason you give it is truly to help the other person, not to satisfy your own ego. Tough feedback should be given straight, unemotional, factual and without hesitation. Give it last in your conversation because if the feedback strikes the likelihood rises that the person will not be able to take in any other topics afterwards. End the feedback session and give the possibility to revisit any questions or remarks that follow in a couple of weeks time. Give the person a chance to digest and reflect.

Recognizing effort, not just the outcome, is crucial. Praising hard work and dedication reinforces the value of perseverance and resilience, which are key components of a growth mindset. When individuals understand that their efforts are appreciated, even if the results aren't perfect, they're more likely to take on challenges and persist through difficulties. This kind of feedback fosters an environment where trying new strategies and asking for help becomes part of the norm for continuous improvement. Acknowledging effort encourages continuous learning and motivates individuals to strive for excellence, contributing to a more innovative and resilient organization.

Podemos utilizar ferramentas que demonstrem comportamentos passados, suas consequências e perspectivas de comportamentos esperados no futuro. Um exemplo claro é o método CCC-SW. Esse método consiste em entregar o feedback através da seguinte estrutura: 1- Contexto 2- Comportamento 3- Consequência 4- Sugest?o 5- Why (Porquê) Dessa forma, coloca-se uma luz sobre o que passou, mas com um foco para a sugest?o do que é esperado no futuro.