How to Give Critical Feedback – Dr. David Weiman [RR 820]

There's an art to giving and receiving critical feedback properly. Join Dr. David Weiman as he dives into the psychological background of what happens when people feel criticized. He also explains common mistakes and practical tools to apply for an effective and efficient conversation. Dr. David Weiman is the president of <a href="https://www.weimanconsulting.com/about-us/" target="_blank" rel="noopener">Weiman Consulting</a>, a leadership consulting firm in Philadelphia PA. Listen to David’s previous episodes <a href="https://remarkableresults.biz/?s=David+Weiman" target="_blank" rel="noopener">HERE</a> Show Notes <ul> <li style="font-weight: 400"><span style="font-weight: 400">Common mistakes managers make- </span><span style="font-weight: 400">waiting too long to give the feedback, i</span>f you're letting things fester and stew, by the time you give the feedback, you're really angry, talking about things you didn't directly observe, loading up with several complaints at the same time, and talking too long at the beginning of the conversation</li> <li><span style="font-weight: 400">Give positive feedback when it's fresh</span></li> <li>Are people conditioned and associate that good news is always followed by bad news with the 'sandwich technique?'</li> <li>Make it a conversation, not an event.</li> <li><span style="font-weight: 400">What happens when people feel criticized? </span><span style="font-weight: 400">Stop listening as they plan how to defend themselves (as defensiveness goes up, listening goes down) </span><span style="font-weight: 400">Feel resentful. </span><span style="font-weight: 400">Can wonder why this wasn’t brought up before. </span><span style="font-weight: 400">Get angry in response</span><span style="font-weight: 400">.</span></li> <li style="font-weight: 400"><span style="font-weight: 400">How to give effective critical feedback- m</span><span style="font-weight: 400">indset, be curious about what the other person’s response may be. Keep your “opening” short, no