Good feedback looks forward, not back. Getting others to accept our feedback can prove challenging, especially when it’s critical. Worried that their feedback may lead to hurt feelings or diminished productivity, managers resort to face-saving techniques like the “praise sandwich” that end up doing more harm than good. The result is a wobbly feedback culture built largely upon evasion, confusion, and self-delusion. This dynamic can change with a better message — and a bolder mindset. Based on my research and work with leadership teams, I’ve found that when performance conversations are powered by partnership, the landscape shifts…. Read More