Feedback (and Other Dirty Words)

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Tamra Chandler is the CEO and Founder of PeopleFirm, one of America’s best management consultancies of 2018, according to Forbes magazine. PeopleFirm works with clients including, T-Mobile, Nordstrom, Nike and the Bill and Melinda Gates Foundation to improve and rethink internal culture, leadership and performance management. Laura Dowling Grealish is a senior consultant at the firm.

To enhance your performance, take the initiative to seek feedback rather than waiting for it, as research shows this proactive approach yields significant results. Effective feedback is clear, specific, and intentionally sought, fostering growth and actionable change. Start by asking targeted questions to avoid overwhelming feedback providers and focus on specific areas for improvement. Broaden your sources by including peers, whose insights often complement managerial input, and embrace a growth mindset to view feedback as an opportunity to learn rather than a critique. Building trust through genuine connections and positive interactions strengthens feedback culture, while practicing observation without judgment improves the quality of feedback given. To process feedback constructively, manage emotional reactions by grounding yourself in the present and seeking clarity through thoughtful questions. Finally, frequent, concise feedback—balanced with recognition of positive contributions—creates a supportive environment where everyone thrives. Let’s now explore how to apply these principles to real-world scenarios.

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