How can you foster a growth mindset in feedback recipients?

1 Explain the purpose of feedback

Before giving feedback, make sure you explain the purpose and intention of your feedback. Feedback should not be seen as a judgment of one's worth or potential, but as a tool to help one achieve their goals and improve their skills. Feedback should be aligned with the feedback recipient's objectives, expectations, and needs, and should focus on specific behaviors or outcomes that can be changed or improved. By explaining the purpose of feedback, you can help the feedback recipient understand that you are not trying to put them down, but to support their growth and development.

2 Use descriptive and constructive language

The way you phrase your feedback can have a significant impact on how the feedback recipient perceives and reacts to it. Avoid using evaluative or judgmental language that labels or compares the feedback recipient, such as "you are bad at X" or "you are worse than Y". Instead, use descriptive and constructive language that describes what the feedback recipient did well, what they can improve, and how they can improve it. For example, instead of saying "you are bad at writing reports", you could say "your report was clear and concise, but it lacked some evidence and analysis. You could improve it by adding more data and examples to support your arguments." By using descriptive and constructive language, you can help the feedback recipient focus on their actions and behaviors, rather than their identity or ability.

3 Emphasize effort and progress

Another way to foster a growth mindset in feedback recipients is to emphasize their effort and progress, rather than their innate talent or intelligence. People with a growth mindset believe that effort and persistence are key factors for success, and that challenges and setbacks are opportunities to learn and grow. Therefore, when giving feedback, you should acknowledge and praise the feedback recipient's effort and progress, and encourage them to keep working hard and improving. For example, instead of saying "you are smart", you could say "you worked hard on this project and you made a lot of progress". By emphasizing effort and progress, you can help the feedback recipient develop a sense of self-efficacy and resilience.

4 Provide specific and actionable suggestions

Feedback is more effective when it is specific and actionable, rather than vague and general. Specific and actionable feedback gives the feedback recipient clear and concrete guidance on what they can do to improve their performance and achieve their goals. Feedback should also be realistic and attainable, meaning that it should be within the feedback recipient's reach and control, and not require unrealistic or impossible changes. For example, instead of saying "you need to be more confident", you could say "you can improve your confidence by preparing well for your presentation, practicing in front of a mirror, and asking for feedback from a colleague". By providing specific and actionable suggestions, you can help the feedback recipient feel more motivated and empowered to take action.

5 Encourage self-reflection and self-feedback

Fostering a growth mindset in feedback recipients also involves encouraging them to reflect on their own performance and give themselves feedback. Self-reflection and self-feedback can help the feedback recipient become more aware of their strengths and weaknesses, identify areas for improvement, and monitor their progress. You can facilitate self-reflection and self-feedback by asking open-ended questions that prompt the feedback recipient to think critically and creatively about their performance. For example, you could ask "what did you do well in this task? What did you find challenging? What would you do differently next time? How can you apply what you learned to other tasks?" By encouraging self-reflection and self-feedback, you can help the feedback recipient develop a habit of seeking and using feedback for their own growth.

6 Model a growth mindset yourself

Finally, one of the most powerful ways to foster a growth mindset in feedback recipients is to model a growth mindset yourself. As a feedback giver, you should also be open to receiving and learning from feedback, and demonstrate how you use feedback to improve your own performance and skills. You should also share your own challenges and failures, and how you overcame them with effort, feedback, and practice. By modeling a growth mindset yourself, you can show the feedback recipient that feedback is not something to be feared or avoided, but something to be valued and embraced.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?