High performance leaders share more positive feedback than criticism, but provide corrective feedback immediately when it is needed.
They provide more positive feedback simply because by encouraging others thru each success, the team builds momentum. They provide more positive feedback because they know that people respond to direction that reinforces their efforts. They provide more positive feedback because it works.
Corrective feedback cannot be ignored. When people are veering away from the standards, when their habits are becoming unproductive, when they are missing their goals, when they are creating problems for others -- the feedback must be precise and immediate.
How are you are providing necessary feedback?
What percentage of your feedback providing is positive as compared to corrective? Why do you think that is?
How can you increase the percentage of positive feedback that you provide?
-- Douglas Brent Smith
Learn more in the workshop: Communicating for Results