Does Feedback Diminish Superpowers?
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This is progressive leadership: neuroleadership, conversational intelligence, and authentic engagement.
Less Overcorrection. More Superpowers.
From the very first day of our very first job, we’re groomed to believe that feedback is an essential part of being a leader. We’re encouraged to give and get feedback. After all, it’s how we grow / excel as a team. Right? Right?!
Although feedback is given with the best of intentions—who wouldn’t want people to be the best version of themselves in the workplace—it can actually have some negative effects.
Neuroscience tells us how.
When we get feedback, it’s our innate human response to overcorrect. If your boss tells you to offload your to-do list, you may overcompensate by delegating without thinking or planning.
Traditional feedback can actively dull and diminish your superpowers, the things you’re actually good at. When the performance pendulum swings towards the lowest common denominator, everybody loses.
Instead, coach your overburdened employee to embody leadership and empower a capable team. Make sure no one on your team is overcorrecting. Give constructive feedback that explains:
- What does it look like?
- What does it actually mean for the individual?
- How will it play out?
When you approach your conversations with intentionality and do it in a way that does not trigger overcorrection, you contribute to a culture of peak performance.
How do you avoid overcorrection and keep a high-polish on those super-suits? Let us know how you give constructive feedback.