What do you do if your feedback isn't promoting growth and development?

As a business coach, if feedback isn't promoting growth and development, it's crucial to reassess the approach. First, ensure feedback is specific, actionable, and focused on behaviors rather than personal traits. Encourage a growth mindset, emphasizing learning from mistakes and continuous improvement. Foster an open dialogue, listening actively to understand perspectives and address concerns collaboratively. Lastly, provide resources and support to help individuals implement feedback effectively and track progress toward development goals.

What do you do if your feedback isn't promoting growth and development? I take a breath, smack myself on the forehead... shut up and learn how to listen.

Very important to be feedback using 3 type of feedback 1, What you did well, What you need to do more better. What you need to improve. The feedback is not blame it is important for improve ourselves.

In fact,mindful feedback helps to grow fasted than expected. It is a sort of feedback that is constructive and reliable for personal growth and development.

Mindful feedback means communicating feedback that is carefully observed, that you've thought intentionally about to ensure it is both useful and accurate. It means you're communicating this feedback clearly to the person and have a specific intention in delivering the feedback. Mindfulness allows you to ensure you're offering objective observation and not opinion or judgement, that you're examining from many angles to ensure you're not missing something. It also means you're delivering feedback with intention - you have a specific reason and hopefully a plan of action to help the person develop and implement an improvement plan rather than just dropping the feedback on them and leaving them to figure things out in a vacuum

Feedback is just an observational input whereas mindful feedback is actually a feedback that would truly count. It not only reads the present but detects the past & predicts for future.The mindful feedback is extremely valuable & one can rightly identify that it’s not verbiage but a cogent & original read that possesses perspicacity which is like hitting the bullseye.Often lack of experience or hurried effort overlooks the basic & mandatory .The mindful feedback is the reading to identify the repair that one must enact before rushing into action .The feedback often is served a critical & disparaging shade in the name of being truthful by some vicious ones, whereas it needs to be innovative to identify solutions & not cry on problems .

Feedback is a gift in the here and now. Receiving feedback with open heart and mind means to be 100% there, nothing else is between you and the person sharing the feedback with you. Make sure you have this state of mind and actual setting when asking to receive feedback.

A quote I've heard many times (that applies to many aspects of life!) is "Is it true, is it kind, is it necessary, is it helpful". Applying this mindful way of approaching your feedback can be quite useful. Explore the feedback you're inclined to give. Is it true? Completely? Have you examined all angles before making a judgment? Is it kind? There are many ways to offer difficult/negative feedback that are still kind. Is it necessary? Especially if the feedback is difficult, ensure you're including what's totally necessary, and leave out anything that isn't crucial. Is it helpful? Don't just say whatever you're thinking, ensure what you're offering is helpful.

évitons d'idéaliser la toute puissance du feedback attentif. Son utilité dépendra du degré d'ouverture de l'apprenant et de l'habilité empathique de l'enseignant. Il dépendra également de la capacité d'utiliser un langage adapté au monde émotionnel de l'apprenant. Cela peut prendre un bon bout de temps avant d'obtenir un impact significatif.

If the feedback we are giving does not contribute to growth or development, it's important to approach the situation with understanding and a growth mindset. Take a moment to reflect on it and see if there are any underlying insights that could be valuable. Consider reaching out to others to gain more clarity on their perspective Remember, feedback, even if initially challenging, can often provide opportunities for learning and self-improvement. Ultimately, how we choose to give feedback, whether constructive or not, plays a significant role in our personal and professional development.

Dans un premier temps, il faut se rappeler la nature de la relation, sa raison d'être, l'objectif établi. Il faudra aussi se positionner en prenant le point de vue de l'apprenant, son langage, ses attentes, ses caractéristiques et ses valeurs, son niveau de disponibilité (fatigue) et d'ouverture.

Before a feedback is done at all.lt is important to sit and analyze the plans to make it effective.We need to consider the positivity mostly in order to allow necessary growth. Consider others better than yourself when giving feedback even as they gain from you. We should also put into consideration time,age,readiness of the recipients among other factors.

In my experience, especially when a matter feels/is urgent, it is more important to take time, pause, write & rewrite what you want to convey & ask for input/ edits by people you respect & trust. Even if you’re right, you need to get through to the right people, to make a lasting impact.

When you're receiving feedback, it can be easy to feel defensive, offended, or hurt. If the feedback is being offered mindfully and with intention and compassion, try to take a step back and see it as an opportunity to make positive changes. Remember that others can see things that we often can't, and have experiences or perspectives that can widen our lens. As you listen, notice when the urge comes up to tune out, get defensive, or if any emotions come up. Acknowledge them and help shift your attention to tune back and listen. You'll probably need to repeat this cycle many times throughout the conversation - that's ok!

Se rappeler la nature de la relation, les objectifs communs établis. Au besoin, il faudra clarifier ces points. On peut aussi se rappeler les expériences positives antérieures avec cette personne et les effets positifs de ses commentaires.

Change Starts at home ?? is the adage that we have been listening to. Similar principle can be applied to this situation. Giving a mindful feedback @ workplace all of a sudden can sometimes be difficult. To practice this, we can start giving mindful feedback of our day to day activities at home, and then improve upon those feedbacks. Once satisfied with that scenario, the same can be applied to the mindful feedback at workplace, that would definitely lead to meaningful improvements. ??

Practicing mindful feedback has nothing to do with the frequency you practice. Instead, it’s all about your state of mind when you’re giving feedback - are you 100% THE feedback, the here and now, centered to nothing else? Or thinking about the reaction already while presenting your feedback? Focus!

Whether the situation be always be in mindful perspective. When you give feedback then just be in a growth and consciousness state. Give the feedback on the basis of truth, facts and effects of your feedback. When you receive feedback then just be in listening and learning mode. Accept what is coming. Ask reason of other's opinion and then do your best.

If feedback isn't sparking growth, it's time to refine your approach. Ensure your feedback is specific, actionable, and delivered with empathy. Seek to understand the individual's perspective and tailor your guidance to their needs and aspirations. Feedback should be a two-way conversation, a partnership aimed at unlocking potential. Reflect on the delivery—sometimes, it's not what is said but how it's conveyed that matters. Embrace feedback as an art, one that requires practice, patience, and a deep commitment to fostering development. Remember, the goal is transformation, and every word you choose is a brushstroke in the bigger picture of growth.