The quality of feedback is dependent on the QUALITY of feedback giver. Those who give negative feedback on correctly assessing your flaws, should receive your gratitude and respect. However, those who give negative feedback based on ignorance, misinformation, misjudgment, or even rumors, envy or revenge, earn the scorn and contempt.
2 Feedback needs to be continuous, as close to real time as possible, in control of the recipient and in a way the recipient can understand.
3 The quality of feedback is dependent on the QUALITY of feedback giver. Negative feedback for its own sake can be utterly destructive, particularly to the bright, ambitious but not so political-savvy recipient.
4 Accept feedback that is truthful and accurate, constructive with good intention. Those who give negative feedback on correctly assessing your flaws, should receive your gratitude and respect. However, those who give negative feedback based on ignorance, misinformation, misjudgment, or even rumors, envy or revenge, earn the scorn and contempt.
5 Feedback is not limited and static as opposed to expansive and dynamic. If you want your team to create a great future, they need to be responsive to feedback. Feedback is information that enables you to improve.
6 If you want to nurture a great culture to accelerate performance and unlock collective potential, you need to be responsive to feedback either individually or collectively.
7 Feedback is aimed to move forward. Eventually, feedback should always be genuinely precise, proper and substantive. Such feedback helps not only to act but aids to feedforward, as well.
8 The best thing about negative feedback with positive intention is that it calls to make a person much more self-aware and can fuel professional progress and personal growth.
9 Organizations are destined to look forward and step into the future, and in doing so, leveraging feedback-forward is about seeing both the past and the future, and the past is blended into the draw of the future.
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