Effective Feedback Always Begins With Soliciting Feedback (AKA Listening) Before Giving It

Esther Bintliff recently interviewed me for the <a href="https://www.ft.com/content/a681ac3c-73b8-459b-843c-0d796f15020e" rel="noopener ugc nofollow" target="_blank">Financial Times about Radical Candor</a> — feedback that is kind, clear, specific and sincere — and some folks have asked me <a href="https://www.linkedin.com/posts/kimm4_positive-feedback-the-science-of-criticism-activity-6957028489342464000-zUCc?utm_source=linkedin_share&utm_medium=member_desktop_web" rel="noopener ugc nofollow" target="_blank">what I think about Avraham Kluger’s research</a>, which Bintliff also referenced in the article. In 1996 Kluger and his research partner Angelo DeNisi published an analysis that found <a href="https://psycnet.apa.org/record/1996-02773-003" rel="noopener ugc nofollow" target="_blank">giving feedback is inherently flawed</a> and one-third of feedback interventions actually decreased performance. He says people should instead prioritize active listening. First of all, I 100% agree good feedback (praise and criticism) ALWAYS begins with soliciting feedback, aka listening, not giving it. There is an <a href="https://www.radicalcandor.com/podcast/encourage-feedback/" rel="noopener ugc nofollow" target="_blank">order of operations to Radical Candor</a> (which includes both praise and criticism with an emphasis on praise): get it, give it, gauge it, encourage it. Don’t dish it out before you prove you can take it. I think that is why Kluger became a researcher of listening. <a href="https://kimmalonescott.medium.com/effective-feedback-always-begins-with-soliciting-feedback-aka-listening-before-giving-it-d7f4290afa66">Learn More</a>