How to Keep People Motivated When You Offer Feedback

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One of the things that I find difficult about hearing feedback is that I'm not sure what's coming, right? So when someone says, can I give you a piece of feedback,. I of course am bracing myself to hear the worst. But if they say,Can I give you some coaching feedback or appreciation for the work you've done...I'm more in the right mindset to hear what's about to be said to me. What I really like to draw upon are The Progress Principle by Teresa Amabale and Stephen Kramer. They point out that if you want to keep people motivated, start with something where they could see immediate progress.

This is the first episode in a new series called The Essentials, where we invite women from essential sectors (think health care and education) to join us in interviewing experts on essential career topics (think negotiating and managing stress).
In this episode, we tackle giving feedback — something we know is important to being a good manager, somebody people look up to and not just report to. But very few of us actually like to do it. So how can we get better at this critical skill? How can we deliver feedback in a way that motivates a team member rather than demoralizes them? Which pieces of feedback do we prioritize? And how do you make room in your already busy schedule to have these difficult conversations?

Amy G is joined by a school principal from Southern California to interview Therese Huston, a social scientist and feedback expert. They talk about three different types of feedback conversations, how to make time to share feedback with team members, and tips for giving feedback remotely.

Guests:

Jessica Gomez is an elementary school principal in Southern California.

Therese Huston is the author of Let’s Talk: Make Effective Feedback Your Superpower and the founding director of Seattle University’s Center for Faculty Development.

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