How can you provide feedback that builds resilience and perseverance?

To foster resilience and perseverance through feedback, it's crucial to begin by identifying the purpose behind setbacks or challenges. This involves encouraging individuals to understand the underlying reasons for their experiences and to view them as opportunities for growth. For instance, if someone faces rejection in a job application, highlighting the chance to refine their skills or explore different career paths can help them see setbacks as stepping stones rather than roadblocks. Similarly, if a student receives a poor grade on an assignment, emphasizing the opportunity to learn from mistakes and improve in the future can bolster their resilience and perseverance.

Using the sandwich method to provide feedback can effectively build resilience and perseverance by framing constructive criticism between positive remarks. For instance, when offering feedback on a challenging project, start with acknowledging the effort and strengths demonstrated, then address areas for improvement with specific suggestions or guidance, and conclude with words of encouragement or reassurance. This approach fosters a balanced perspective, validating efforts while also promoting growth and resilience by highlighting areas for development in a supportive manner.

Never ever use the feedback sandwich! It puts the receiver on the defensive, waiting for you to judge them. It's better to center yourself, find a supportive tone of voice, and give them support to make a change. Here's what I do: 1) Take a few breaths and do Heartmath Quick Coherence Technique to pull my mind to the present moment. 2) Think, 'What would help move them forward toward their goals?' 3) Tell them with sincerity, "I have some thoughts on how things went; I'd like to hear how you felt it went before I share to make sure I didn't miss anything." 4) Actively listen without judgment. Use their words to reflect that you are listening 5) If asked to give your feedback, use I statements "I noticed you speed up on the graph slides."

I have not found the sandwich method useful. I prefer the Situation Behaviour Impact framework but following up with positive ways they can learn and gain skills to get better in those areas. A lot of time, the individuals need to understand the why behind a needed change or learning. Just telling them to change doesn't help long term.

O método sanduíche, apesar de ser de simples compreensão, pode não ser de tão simples aplicação por causa de um motivo: confiança. De acordo com o instituto Ayrton Senna, a confiança é uma competência que abrange acreditar que as pessoas têm boas intenções em suas ações e assumir o melhor sobre elas. Usar o método sanduíche, portanto, sem, de fato, acreditar na outra pessoa, é apenas usar uma ferramenta de maneira vazia - o que é facilmente percebido pelo outro. Ninguém se sente motivado, valorizado ou respeitado quando sente que o elogio que está sendo feito não é sincero e intencional.

To provide feedback that fosters resilience and perseverance, it's essential to be SMART (Specific, Measurable, Achievable, Relevant, Time-bound) and clear. For instance, when offering constructive criticism, focus on specific behaviors or actions rather than generalizations, such as acknowledging the effort put into a project while suggesting areas for improvement. Additionally, setting achievable goals with clear milestones helps individuals track their progress and stay motivated. Providing timely feedback and acknowledging progress along the way reinforces perseverance by recognizing the incremental steps taken toward a larger goal.

This doesn't always fit feedback. For instance attitude, tone or communication changes don't always fit s SMART framework. You can't necessarily say "You need to be 10% more empathetic to the next 3 people over the next 4 months."

One effective strategy for providing feedback that fosters resilience and perseverance is to focus on the behavior rather than the individual. By emphasizing specific actions or choices rather than personal attributes, individuals are more likely to see setbacks as opportunities for growth rather than personal failures. For instance, instead of saying "You're not good at this," you could say "Your effort on this task could be improved by breaking it down into smaller steps." This approach encourages individuals to view challenges as temporary and separate from their inherent worth or abilities, promoting resilience and a willingness to persist in the face of difficulties.

Specific, actionable feedback coming from a place of trust is priceless. Removing personal words helps; "the way you handled that request" and "the way the 'client name' request was handled" are similar but depersonalized. Stating the performance metric missed can also be anonymized: "your email response was late and did not meet our team standard" to "our communications standards were not met in the 'client' email". If they have positive examples, call those out as a win and ask them to replicate those behaviors in the future. I think you did a great job on the 'client' response; please use that as a benchmark in the future. Providing feedback often makes the process go smoother for both parties.

The key lies in the approach: "I-you" vs. "I-thou." "I-you" feedback often feels like a critique, focusing on the person rather than the action, which can lead to defensiveness. On the flip side, "I-thou" communication focuses on behaviors and outcomes, fostering a constructive dialogue that encourages resilience and perseverance without attacking personal character. By saying, "The project didn't meet its deadline, let's explore why and how we can improve," rather than labeling someone as inadequate, we shift the conversation from blame to improvement. This method not only reduces negative emotions but also empowers individuals to view feedback as an opportunity for personal and professional development.

Providing feedback that fosters resilience and perseverance involves encouraging self-reflection and actionable steps for improvement. By prompting individuals to reflect on their experiences and challenges, they can gain insight into their strengths and areas for growth. For instance, acknowledging someone's efforts in facing a setback and highlighting specific strategies they employed can empower them to recognize their resilience. Offering suggestions for future actions, such as setting smaller goals or seeking support when needed, can further empower individuals to persist in the face of adversity. This approach not only acknowledges their resilience but also equips them with the tools to navigate future challenges more effectively.

To foster resilience and perseverance through feedback, we must recognize effort and dedication. Encouraging a growth mindset reframes setbacks as learning opportunities, empowering individuals to bounce back stronger. Acknowledging progress reinforces the belief that perseverance leads to success, motivating continued effort.