What is difference between Constructive feedback and Envy?

Constructive feedback

Simply when your coach raises a flag to a valid area of improvement, and concerned about your handling methods, attributes, and manners at your end, which don’t match the process targeted criteria.

Always remember that your coach seeks your improvement no more or less, so don’t take any addressed concern personally.

Envious feedback

Simply when a fake adviser tries to bully, outsmart, or being peaky to elective errors which aren’t vital or a bottle nick for the process or the issue.

What is Envy?

Always enviers seek attention over others by pointing a finger to non-sense perks not matching any guidelines, polices, terms or procedures for the process or the issue.

What are the major forms of envy

· Maybe by being judgmental on victim’s actions or outcomes regardless its quality or effectiveness.

· Maybe by raising false flags to things not essential to be on hand to ruin victims’ well and joy.

· Maybe by building problems and intrude victims’ life to distract him/her to be out track then point a finger to his/her aggression resonated.

· Maybe by denying victim’s awards to drive him/her to embracement and playing favors from the other side.

· Maybe to grant his/her success along with the victim’s success however he/she didn’t add value to deserve it.

How to deliver coaching properly

Being humble, active listener, funny without arrogance and rudeness, and leading by best practices are the best 4 keys to deliver efficient coaching session to any respondent.

Patience is vital throughout coaching sessions, so it’s better to listen to respondent even if his/her reasons don’t make any sense, in order to know the best way to deliver and run effective coaching to each respondent without being bossy or lame.

Here are the steps for the best way to deliver feedback:

1.While coaching any subordinate or family member or even a friend it’s better to state all areas of success in the first place, and show him/her why it’s an area of success.

2.Then list each areas of improvement, and lead your conversation by the best practices with funny ways without being rude.

3.Remember that the best way to deliver feedback is by building rapport with your respondent, and being simple to see your improvement breakthrough with fast pace.

How to expose best practices efficiently?

1. Before stating your feedback, it’s better to have a friendly conversation with the respondent to check on his/her skill scale, educational, and IQ level, in order to know the best way to break the ice and deliver your feedback efficiently.
2. Constructive coaching is appropriate only if it’s in a form of conversation running by both parties, and if your respondent is slacking to the process guidelines or irrelevant topics, you can redirect him to the conversation by being formal not arrogant.
3. While recalling the best practices show him/her the reason beyond each.
4. Finally, your summary at the end of the session is vital with some pin points for each area of improvement addressed at your end to give him/her all the perks to start improving and how to start.

How to track and work on your areas of improvement?

1. Write down all initiative which have been taken by yourself priory that tend to in proper wrap up.
2. List all pin points of the constructive feedback which addressed by your coach.
3. Start practicing on the right track and ask for others support to check on your end result and provide their feedback along.
4. By time you will be stuck on 2 or 3 points which are hardly to be rectified at your end, and by giving more effort it will happen once in a while, then vanished and turned to an area of success at the end.

How to analyze feedback before considering it?

Simply match the provided feedback to the guidelines pre-established for the process or the issue.

If the feedback make sense, and reliable start working on your areas of improvement otherwise ignore it and escalate to the higher level.

Finally, remember that your coach is a human being who are trying to help you to improve your performance not a perfect guy who seeks perfection.

How to deal with enviers?

Envier are picky and rely on false values to gain attention and expose their grandiosity and narcissism as they feel insecure for their victims’ milestones of success, so they will try to evade any of their good outcomes, transforming victims’ sparks to irrelevant concerns, and exposing rumors by outsmarting their victim to feel honored, appreciated with a valid feedback and have power and control over their victim.

Here are some actions to mitigate their toxicity

• Act smart, firm, and unpredicted.
• Use their manipulation for your own and lay low.
• Ensure avoiding to provide any room for their rebounds on you.
• Secure your actions and ignore their actions.
• Don’t consider their feedback as it’s the best tool to made them feel insecure.

Conclusion:

Check the nature of the feedback if it’s a constructive one and matching guidelines, and reality then go for it and work on it.

Otherwise ignore it and keep moving forward.