What if we viewed feedback as a gift? A gift given with good intentions, a genuine desire to help us recognize our strengths and weaknesses, and to empower us to grow and unlock our full potential.

PROGRESS in personal and professional relationships happens when we realize that we can’t move forward or know where we stand without regular, effectively COMMUNICATED feedback. It’s a two-way process—one that requires openness, receptivity, and a readiness to hear and understand the message, whether it’s positive or corrective.

In organizations where FEEDBACK is shared openly and frequently, with a careful BALANCE between “positive” and “constructive” messages, employees become more DEDICATED to their work. They feel RESPECTED, are eager to learn, and PROACTIVELY respond to changes.

Here’s an insight shared by a participant from one of my FEEDBACK training sessions, which offers a valuable LESSON in the field of communication and feedback:

“I felt like the feedback I gave to my superior ended up in the trash! Let me explain: I noticed some shortcomings in the execution of a particular project within my team and wanted to share this with the team leader. I even prepared concrete solutions. But instead of receiving a receptive, proactive response, I heard: ‘And when you make mistakes, it’s nothing!’ followed by a deflection of the conversation. Now, I’m not sure I’ll be ready to respond appropriately next time. Maybe it’s better not to make waves.”

At the end of the day, both sides are dissatisfied, the purpose of giving feedback is left unfulfilled, and communication takes a wrong turn. A wall is built between the interlocutors, preventing the development of a culture of openness, understanding, and respect. Instead, feelings of insecurity begin to rise.

Questions emerge: Should one be proactive next time and point out a problem, an inadequate solution, or shortcomings? Or should one passively observe the consequences that follow? Either way, the IIMPACT is negative.

Can we act differently when receiving feedback?

Of course, we can! There are PROVEN MODELS for effective feedback management, tested techniques, and approaches… we just need to apply them.

Here’s what each of us can do:

• ACTIVELY LISTEN to the interlocutor, ensuring we fully UNDERSTAND the exact MESSAGE  being communicated, its focus, and its impact.
• EXPRESS GRATITUDE for the feedback given, because those who provide it with good intentions are helping us grow and move toward EXCELLENCE.
• REFLECT on our ROLE and responsibility in the situation, considering what actions, in line with our position, are most effective to steer things in the right direction.
• TAKE A STEP FORWARD constructively, engaging in open communication and clearly demonstrating a willingness to put things back on track.

ACT by showing through our own example that mistakes are part of the process—mistakes can be addressed, lessons can be learned, corrections can be made, and progress can continue.

By following the suggested steps, we:

• Demonstrate PERSONAL RESPONSIBILITY and adopt a PROACTIVE mindset, setting an example for others to follow.
• Create OPPORTUNITIES to model this behavior, making it a STANDARD in our environment.
• Open new PATHWAYS for developing two-way communication, fostering mutual understanding, and building a culture of regular feedback exchange. This, in turn, increases motivation and boosts engagement.

Therefore, it’s worth considering and dedicating attention to this approach—ensuring that feedback reaches its intended destination and fulfills its TRUE PURPOSE.

For any additional questions or support, feel free to reach out to me via email: danijela.nedic@biznis-link.rs, or join the FEEDBACK – WHY? HOW? WHAT? program—available both live and online—and get your toolbox to enhance your feedback skills.