Feedback is one of the most powerful tools in shaping performance, yet it’s often misunderstood or misapplied. When done right, it can inspire growth, build trust, and improve both individual and team outcomes. But when feedback feels vague, overly critical, or poorly timed, it can do more harm than good. The key lies in how the message is crafted and delivered—specific, timely, and grounded in mutual goals. Making space for a two-way dialogue and reinforcing progress over time helps feedback become part of a continuous development process, not just an occasional correction. People are more likely to change when they feel heard, respected, and supported rather than judged. Whether you're a manager, peer, or mentor, delivering feedback thoughtfully can create positive ripple effects that go far beyond a single conversation. 1. Why Some Feedback Doesn’t Lead to Change Many people give feedback with good intentions, but it doesn’t always lead to improvement. One reason is that the mes...
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