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Positive and negative feedback sound identical.
|
127 |
 |
If you’re angry, don’t give feedback. Period.
|
129 |
 |
If you can’t let it go in terms of how you feel, we recommend that you do let it go by not giving the negative feedback.
|
130 |
 |
Really well-delivered systemic feedback is exceptionally hard to ignore and lays excellent groundwork for further efforts if the direct doesn’t change his or her behavior.
|
134 |
 |
It will make it much easier for them [your directs] to receive feedback if they know what’s coming and why it’s coming.
|
142 |
 |
Tell your directs that negative feedback isn’t about punishment; it’s about doing things better. It is about the future.
|
143 |
 |
Great managers will tell you that they give out far more positive than negative performance communications.
|
144 |
 |
Positive feedback is a much more powerful tool than negative feedback.
|
145 |
 |
The best managers… can level the playing field. They can be the ones to hold up the mirror. And they can create a safety net.
|
219 |
 |
…great managers [make] a point of giving their feedback in private, one on one.
|
222 |
