A Positive Context for Candid Feedback

Is having a supportive workplace antithetical to honest, straightforward, no-nonsense feedback? Emma Seppala, Ph.D., Science Director of Stanford’s Center for Compassion and Altruism Research and Education and author of The Happiness Track, says no. (http://bit.ly/1Ub0egI)
 
“Not only can feedback given in a supportive way be honest, it is immeasurably more effective than blunt criticism in three critical ways: It motivates performance, is less likely to be misinterpreted, and uplifts rather crushes employees,” says Seppala.
 

She offers three research-based suggestions to help managers deliver constructive and candid feedback:
 

• Deliver more positive than negative feedback. High-performing organizations deliver about five times as many positive statements (Tweet it!).
• Focus on communicating your colleague’s strengths, unique contributions, and best-self demonstrations. Focusing on weaknesses may create competence, but focusing on strengths can create excellence.
• Emphasize collaboration and commonalities. Don’t argue about who is right or at fault.

 
We wholeheartedly agree with Seppala’s bottom line lesson for leaders: “You can be both candid and caring.”
 
What do you do when you want to offer candid criticism while maintaining a positive relationship? To join the conversation, click "comments" below on our Community of Practice Forum.

If you would like to read more about creating a habit around masterful communication, check out our book: Be Quiet, Be Heard: The Paradox of Persuasion.

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