Here's how you can foster a growth mindset when giving and responding to feedback.

To demonstrate a growth mindset when receiving feedback first start by sharing gratitude to the feedback giver and let them know you will reflect on their feedback (self management). Second, after reflection (self-awareness), circle back to the feedback giver and let them know your plan to address the feedback (Relationship management). Whether you choose to modify behavior or continue with status quo it is important to be proactive, transparent and to close the loop.

Fostering a growth mindset starts with the premise that "feedback is not criticism of the past, but instead, represents opportunity for the future." For feedback to be valuable and valued, both giver and receiver ought to approach a discussion in this way. Within such a backdrop, sincere feedback provides directional, empowering guidance, to motivate and shape future performance. Feedback delivered and received within this context fosters improved performance and demonstrates commitment to the relationship, while feedback delivered solely to criticize past performance can demotivate the receiver, may damage any existing relationship and, in turn, may counter-productively yield more of the same performance that was critiqued initially.

Hello, there! To foster a growth mindset when giving and responding to feedback: Be Receptive: 🌱 View feedback as a learning opportunity. Offer Constructive Feedback: 🗣️ Focus on continuous improvement and growth. Practice Self-Reflection: 🧐 Regularly evaluate your own performance. Appreciate Feedback: 🙏 Show gratitude for the feedback received. Develop Resilience: 💪 Use feedback to strengthen and evolve. Cultivating a growth mindset turns challenges into opportunities. 🚀

Entender o viés é crucial ao dar feedback porque todos nós temos experiências, crenças e preferências que moldam nossa percepção. Esses vieses podem nos levar a interpretar o trabalho dos outros de maneira distorcida, favorecendo certos aspectos ou desconsiderando outros, mesmo sem percebermos. Ao reconhecer nossos próprios vieses, podemos evitar que eles influenciem negativamente nosso feedback. Isso significa ser consciente de tendências como preferências pessoais, experiências passadas, estereótipos ou até mesmo afinidades pessoais com determinadas pessoas ou estilos de trabalho.

Absolutely! Understanding your own biases should be the best place to start. Diverse opinions and perspectives makes us who we are and sometimes we have to try to put our ego aside to avoid complacency and move forward with with an objective analysis of the situation. Self catharsis is pivotal for a growth mindset, knowing ones own shortcomings and weaknesses give you a chance to strengthen your mindset.

First of all feed back is to be given if it is asked for. Many time we just forget if it is really necessary to give feedback. If you have to give feedback or respond to feedback, need - to analyses the situation and need to think what effects will create after its.

El humor y la inteligencia emocional son esenciales en el trabajo porque el humor alivia la tensión y ayuda a manejar el estrés, creando un ambiente laboral más relajado y agradable, permite comprender y manejar las emociones propias y ajenas, y el humor facilita la apertura y conexión entre colegas, fortalece las relaciones y la cohesión del equipo, mejorando la colaboración y la productividad. La inteligencia emocional ayuda a resolver conflictos de manera constructiva, y el humor puede desarmar situaciones tensas, facilitando soluciones.

Understanding bias is essential in various aspects of life, including decision-making, interactions with others, and problem-solving. Bias refers to the inclination or prejudice for or against something, someone, or a group, often without considering all available information or facts objectively. It can influence perceptions, judgments, and behaviors in subtle or overt ways.

It's important to be open minded, fair and frame feedback positively while actively listening. This will create an exchange of learning and development opportunities, increase accountability and offer the space for both persons to reflect after the discussion professionally as well as personally.

Active listening means understanding the meaning behind what is being said, not just the words. So if someone says “I don’t agree with you!”, active listening suggests digging deeper into what that sentence means. Does it mean “I don’t agree with any of what you’re saying” or “I don’t agree that I always turn up late. It’s only now & then”

Active listening is a crucial communication skill that involves fully concentrating, understanding, responding, and remembering what is being said.

You may need to take some time before really listening to what your leaders are trying to say. Effective listening also means refraining from judgement, creating a safe space to share ideas and concerns. As part of developing your communication skills, ask for feedback and be willing to take action to show that you've listened. Give everyone a voice, ensure that everyone has the opportunity to contribute and that they feel heard. Communicate with empathy, it is the key to ensuring organisational diversity. Put yourself in other people's shoes whenever you can and before you communicate, think about how people will receive your messages. Practice Generative listening, creating new thoughts and solutions in the people being listened to.

Escuta ativa é princípio de respeito com qualquer pessoa, ser ouvido e escutar fazem parte da construção de um relacionamento, que irá garantir que o que foi passado no feedback, será trabalhado, será explorado por quem recebe esse feedback, e permitir o crescimento de ambos, interlocutor e receptor.

Fully engage with the other person's perspective and clarify points for better understanding and also clarify points to ensure you fully understand their view.

Saint Exupéry soulignait une chose primordiale à comprendre dans la relation à l'autre : "l'essentiel est invisible". (Source :'Le Petit Prince) Écouter ce qui n'est ni visible ni audible est un art véritable 😉

Active listening is important especially if you are assigned for calls, Évry details count so that you dont missed anything from clients perspective

Refrain from interrupting. If needed take notes, to process and remember take-aways. After ,repeat back what you thought you heard, this will help both parties identify misunderstandings. If you disagree, instead of saying I disagree, say "from my perspective x, can you help me understand where I might be missing y". You might not always come to a full agreement but the goal should be to understand where the other is coming from.

This is so huge and something I actively focus on daily. This is one of the best ways to build connections and create a trusting team

You can foster a growth mindset when giving feedback if you frame it in a positive, forward looking way and emphasize that the purpose is learning. Show confidence in the person you’re feedbacking and make sure to create a safe space where your feedback can be openly discussed without fear for negative consequences. You should also ask the person you’re feedbacking if there are things that you could have done differently, for example showing more support or setting clearer goals. Asking for feedback while giving feedback creates a safe environment. It also inspires learning and growth by showing your own will to learn and grow.

For me an important point for sharing feedback is always first to invite the other party and ensure that they are OK with it. I normally start with would you be open for some feedback or may I provide some feedback. This would provide sufficient room to see if you can actually start a constructive conversation. After all the basis should be trust before engaging into feedback.

Framing positively refers to presenting information, feedback, or messages in an optimistic and constructive manner. Here are some tips on how to frame things positively: Focus on solutions: Instead of dwelling on problems or challenges, shift the focus towards finding solutions and opportunities for improvement. Use positive language. Choose words that convey optimism, encouragement, and support. Avoid negative or critical language that can demotivate or discourage others. Highlight strengths: acknowledge and emphasize the strengths, achievements, and positive aspects of a situation or individual.

Your words matter! Even if you are delivering constructive criticism, if you focus on the negative aspect, the person will shut down. However, if you talk about how to improve that area and provide a few options to help with improvement, you are helping that person grow! Your team is a product of your management. If your team isn't thriving, then it's time to also lol at yourself and find someone to provide you with areas for improvement.

A feedback culture promotes a growth mindset By establishing a frequent exchange of feedback, managers develop a mindset focused on progress and improvement, whether in their behaviour or their deliverables. Having regular short feedback sessions can prevent problems from arising throughout the year and adjust the course. Having a quality of life at work improves people's level of performance and engagement. In other words, giving feedback can be encouraging and bring more happiness to employees' daily lives.

Ao fornecer feedback, a forma como você escolhe suas palavras e como enquadra suas observações pode impactar significativamente como a mensagem é recebida e assimilada. Ao adotar esse quadro positivo ao fornecer feedback, você não apenas ajuda a construir relações mais fortes e confiantes, mas também contribui para um ambiente de trabalho onde o desenvolvimento pessoal e profissional é valorizado e incentivado. Isso cria uma cultura organizacional onde todos se sentem capacitados a crescer e a contribuir de maneira significativa para o sucesso coletivo.

𝐏𝐨𝐬𝐢𝐭𝐢𝐯𝐞 𝐚𝐧𝐝 𝐂𝐨𝐧𝐬𝐭𝐫𝐮𝐜𝐭𝐢𝐯𝐞 𝐋𝐚𝐧𝐠𝐮𝐚𝐠𝐞: Be positive and constructive in the language used, where feedback is built on improvement and growth but not criticism. 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐬: Start with highlighting strengths, then move on to what can be improved; this way, it will balance things out and be more encouraging. 𝐅𝐮𝐭𝐮𝐫𝐞-𝐅𝐨𝐜𝐮𝐬𝐞𝐝: Show future action and solution, how better it can be next time, guiding the recipient on how they will improve or succeed.

When you’re giving feedback, how you say it can make a big difference. Try to keep a positive, uplifting tone, even when you're talking about things that need improvement. Instead of just pointing out the problem, focus on how it can be solved and give real, practical ways to do so. This kind of positive framing can make the conversation more productive and help promote a can-do attitude. It’s about spotting opportunities to get better, rather than just finding faults. What's a time when you saw a piece of advice make a big difference? Share your stories below.

In my book 'Power of Love Leadership' there are 2 opposing forces - Fear & Love. Day to day fears (aligned to our fight/flight) are big motivators but also big barriers. With feedback, we get defensive, we avoid it, we procrastinate to act on it & we deny the truth, or other's perspectives if they're different to ours. We blame ourselves or become overly critical. The 7 love based strategies support us in ways to overcome this, including: 1. Humility - we're not perfect therefore improvements will always be inevitable 2. Compassion - they're just trying to help you & be kind to yourself in accepting their gift. 3. Forgiveness- you did the best you could at the time. 4. Learning - what will you take from this to do better next time?

Feedback is a gift, it helps every person to learn something new about they come across. So listen carefully, ask questions if you did not understand and say thank you. Next step is to think about what you heard. How does it help you, what new perspective did you get about yourself and what will you possibly change in the future.

Depois de receber o feedback, é importante reservar um tempo para refletir sobre ele e avaliar sua validade. Considere o feedback de diferentes ângulos e veja como ele se alinha com seus objetivos. A inteligência emocional desempenha um papel crucial aqui, ajudando a reconhecer suas reações emocionais ao feedback e separá-las de uma análise mais racional. Refletir sobre o feedback permite integrá-lo ao seu plano de desenvolvimento pessoal de forma ponderada, garantindo que você possa usar as informações recebidas para crescer e melhorar continuamente.

Ao dar feedback, seja específico e construtivo, abordando tanto pontos fortes quanto áreas de melhoria de maneira equilibrada. Contextualize o feedback com exemplos claros e reconheça os esforços da pessoa e demonstre empatia ao discutir áreas que necessitam de desenvolvimento, promovendo um ambiente seguro para o crescimento pessoal e profissional. Ao receber feedback, mantenha-se receptivo, mesmo que seja crítico, vendo-o como uma oportunidade de crescimento. Escute atentamente sem interromper, permitindo que a pessoa termine de falar. Se algo não estiver claro, solicite exemplos específicos, agradeça o feedback e reflita sobre as sugestões recebidas e identifique passos práticos para melhorar.

This where active listening comes into play. Paraphrase. Cover the notes you should be taking and clarify the strongest points.

Feedback is about a process, it's not about your personal value. Learn to listen, don't be reactive, use your emotional intelligence in your favour and don't interrupt every comment by trying to justify action "x" or "y". Adopting a defensive posture conveys aggression and you can put forward your point of view, but try to listen and reflect before speaking up. Consider the context, emotional intelligence denotes attention to both your perception and that of the other person. That's why you should accept the feedback considering the context as a whole. The aim is for you and the company to develop in harmony, and if you really think that a point in the feedback is wrong, just reflect and don't absorb what doesn't make any sense.

Vivimos en un mundo que no puede detenerse, que está obsesionado con las prisas y el mito de la híper productividad. Este aceleramiento mantiene a nuestros cerebros en “modo sobrevivencia”, estresado. Cuando no nos detenemos y no descansamos, nuestros cerebros no pueden pensar con claridad. Para responder un comentario que no nos gusta o que nos dispara, es importante detenerse y evaluar si vale la pena responder o no. Y si decidimos responder, hacerlo con la mayor objetividad posible y con regulación emocional.

Always be prepared to say "Sorry I do not understand, please explain". This helps remove any ambiguity and aids understanding of the words being used

There are times you will get vague feedback. This is when you need to ask for more information. This will help you to improve yourself. Asking questions will you clarify what areas you need to improve. Is it your delivery or is it the content? This will provide you with direction on how to proceed.

𝐀𝐬𝐤 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬: Ask questions when receiving feedback. It will help you to clarify the points being made and the context in which those comments are made. 𝐒𝐮𝐦𝐦𝐚𝐫𝐢𝐬𝐞 𝐚𝐧𝐝 𝐑𝐞𝐟𝐥𝐞𝐜𝐭: Provide a summary, in your own words, of the feedback so you can be clear in your interpretation. 𝐑𝐞𝐪𝐮𝐞𝐬𝐭 𝐄𝐱𝐚𝐦𝐩𝐥𝐞𝐬: Ask for concrete examples to better understand what behaviour or action is under discussion, thus making the feedback clear and actionable.

Ever found yourself puzzled over feedback? Don't feel shy to ask for specifics. The beauty of effective communication lies in mutual understanding. A helpful tip? Ask for examples or further guidance. This doubles up as a fantastic opportunity to invite more detailed, practical advice in the future. Remember, no one benefits from misunderstandings!

A couple of times in my career, I have received feedback that was unclear to me. There was a time when I got feedback and made assumptions to fill the gaps that I didn’t understand. This led me to taking more wrong actions. Seeking clarity is a very important skill. It involves being intellectually humble and aware about what one understands and doesn’t understand. Once you identify the gaps in your understanding, approach the person(s) who shared feedback with questions that will help you get clarity.

Provide clear, specific examples and clarify expectations to avoid misunderstandings and don’t assume the recipient knows what you mean without clear explanation and ensure the recipient understands what changes or improvements are expected.

Se o feedback for vago ou confuso, não hesite em buscar clareza. Entender exatamente o que está sendo sugerido é essencial para aplicá-lo de forma eficaz. Peça educadamente exemplos específicos ou orientações adicionais, se necessário. Isso não apenas ajuda você a se beneficiar mais do feedback, mas também incentiva o doador a fornecer informações mais detalhadas e úteis no futuro. Essa abordagem proativa garante que o feedback seja realmente construtivo e que você possa utilizar essas informações para seu desenvolvimento contínuo.

En mi experiencia personal, mantener la práctica para sostener el desarrollo de cualquier habilidad, y en particular en la retroalimentación, es complejo. Considero que la clave está en dos componentes importantes: la motivación y la actitud de disposición o apertura. Recibir o dar retroalimentación puede ser muy gratificante, pero en ocasiones es complicado y se puede experimentar agobio o malestar. Es en esos momentos donde recordar tu motivación y mantener una actitud de disposición o apertura pueden ayudarte a transitar por la situación. Recuerda que, en la mentalidad de crecimiento, la retroalimentación puede representar una valiosa fuente de desarrollo. ¡Éxito en tu práctica!

Never underestimate the power of a 'growth mindset'. Believe it or not, it can be your secret weapon. Absorb feedback like a sponge, both the good and the bad. Recognize your victories and learn from the hiccups. Practice makes perfect... and before you know it, 'growth mindset' is no longer an abstract concept but a part of who you are, shaping how you perceive every challenge thrown your way.

When feedback is continuous, i.e. given over a short period of time, it brings even better results. This way, the team is better structured. It's also interesting that professionals are encouraged to give feedback. It's a good way for managers to assimilate the difficulties the team encounters on a daily basis.

Desenvolver uma mentalidade de crescimento por meio do feedback é um processo contínuo. Pratique constantemente dar e receber feedback com inteligência emocional. Reconheça tanto seus progressos quanto seus contratempos e utilize cada experiência como uma oportunidade de aprendizado. Com o tempo, essas práticas se tornarão uma segunda natureza, e sua capacidade de promover uma mentalidade de crescimento em si mesmo e nos outros melhorará significativamente.

A couple of areas not included in the article are: 𝐁𝐞 𝐎𝐩𝐞𝐧-𝐌𝐢𝐧𝐝𝐞𝐝: Take the comments with an open mind and see them as an opportunity for growth and not a personal attack. 𝐂𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐜𝐲: Continuous feedback to facilitate continuous improvement and development instead of waiting for formal review periods.

Empathy and wholistic approach are the 2 factors I consider every time I get or give feedback. Knowing the frame of reference of the receiver or the giver goes a long way in removing biases, and adds relevance or at the least an explanation for the feedback. Had a star performer suddenly do a 180 and became very disruptive. Entire team felt her wrath at the tiniest of instances. Sitting down with her and talking yielded the same result - defiance, anger - very uncharacteristic.I realized something else was going on. After a bit delicate probing come to find out she was thrown out by her boyfriend and would soon have to find a place to live. Sent her off to settle her affairs, provided support and she came back stronger than before.

One thing that must be kept in mind that the feedback must be given on the task, not the person. I think as human nature, we tend to take feedbacks very personally, but if we keep in mind, that the feedback is about a problem in the task, not in you as a person.. one will rather take it in a positive direction. Having said that, sometimes it is also about the person, but framing our sentences in a way that it still talks about the problem vs the person, will make it positive.

When giving feedback, focus on the growth and development of the individual Provide constructive feedback that helps the person improve their skills and performance Offer concrete examples and specific situations to support your comments. Be clear in your observations and provide practical suggestions so the person can implement tangible improvements. Promotes open dialogue, active and collaborative listening, and seeks solutions together to address areas of improvement. When Receiving Feedback: Receive feedback with an open mind and willingness to learn and grow. Instead of seeing feedback as negative criticism, reframe it as an opportunity to learn and grow. Recognize the effort involved in giving honest and constructive feedback.

Self awareness is very important while giving or receiving feedback. Very often, even when we ask for feedback, we are actually hoping to hear only compliments. Feedback that is perceived to be slightly coloured makes us defensive. Here’s when being aware of our emotions, our self talk and our self image becomes important. Similarly while giving feedback be aware that you have to remain unbiased & non- judgemental (difficult for us, as humans! Maybe we should let AI create that report, too😁). Someone once taught me the Sandwich method of giving feedback, which I’ve been using - Compliment, Feedback, Compliment.

Normalize feedback. If it is something you pursue, you'll have ongoing information that helps shorten your learning curve and you will get to your goals faster. Even if you your relationship to feedback is uneasy because feedback given to you growing up was really critical, work through your resistance and anxiety toward it. Also know, in the spirit of self protection, you can request how your feedback be given to you. For example, if you notice your boss loudly critiquing you, you can say," I really want to hear your feedback, but you are yelling right now. When you can speak to me without yelling, make an appointment with me to discuss your area of concern." So, normalize it, work through your resistance to it and ask for it often

To foster a growth mindset when giving and responding to feedback, focus on specific, actionable points, highlight effort and strategies over inherent talent, and view feedback as a learning opportunity. Emphasize improvement and learning potential, both when giving feedback and receiving it.

Another thing I find helpful, and sometimes difficult is to refrain from giving the ‘default answers’ and allowing room or encouraging the team members to come up with solution themselves. Quite often we want to fix things ASAP and not realising the power of giving time to allow the delegates to think for themselves to reduce the future workload for management.

Antes de dar um feedback, é muito importante "preparar o terreno". Feedback é uma construção e precisa ter respeito mútuo, aliado de muita empatia. Se iniciarmos quebrando o gelo e deixando o receptor do feedback mais a vontade, as chances da pessoa receber as informações, levar a sério e realmente desenvolver com a situação, podem aumentar muito. Para fazer isso de uma forma mais positiva, devemos imaginar como gostaríamos de receber o feedback, também refletir sobre situações difíceis que já passamos, para então fornecer uma experiência positiva e construtiva aos liderados.