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How to Deliver Negative Feedback

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The Art of Delivering Negative Feedback: A Guide for Association Leaders

Negative feedback is nobody’s favorite thing to receive. It can bring back memories of harsh criticism that lingers in our minds for years. However, when delivered constructively, negative feedback can be a powerful tool for improvement. In the association space, where volunteers play a crucial role, it’s essential to know how to provide feedback effectively to maintain morale and motivation.

Common Mistakes in Giving Negative Feedback

According to Steve Vamos, a former executive and author at Harvard Business Review, there are common mistakes that managers make when delivering negative feedback. These include avoiding tough conversations, lacking clarity on the issues, and failing to understand the root cause of the problem. Vamos emphasizes the importance of framing negative feedback as a means to better understand why someone or a team is falling short.

A leader’s goal should be to fix a problem, not to fix a person.

By positioning yourself as a facilitator between the company’s needs and the employee’s capabilities, you can create a dialogue that focuses on problem-solving rather than blame. Asking for the individual’s perspective can reveal underlying challenges that need to be addressed. The key is to approach feedback with the intention of resolving issues collaboratively.

Embracing Authenticity in Feedback Conversations

Studies have shown that employees value negative feedback as a tool for growth. Authentic and constructive feedback is more beneficial than praise alone. Authenticity is crucial in assessment conversations, especially in the association volunteer space, where miscommunication can lead to ineffective collaborations.

Effective feedback requires clarity on goals and expectations. Leaders should provide regular feedback, even when addressing shortcomings. The way feedback is delivered matters significantly. Vamos highlights the importance of compassion and empathy in delivering difficult feedback, emphasizing that feedback should be seen as a form of support rather than criticism.

Remember, delivering negative feedback is an opportunity to help individuals and teams improve. By approaching feedback with empathy and a focus on problem-solving, leaders can create a culture of continuous improvement and growth.

[istock/peepo]

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