Don’t be scared of feedback this Halloween Season

Feed·​back | \ ˈfēd-ˌbak \

1. The transmission of evaluative or corrective information about an action, event, or process to the original or controlling source.

2. A rumbling, whining, or whistling sound resulting from an amplified or broadcast signal (such as music or speech) that has been returned as input and retransmitted.

Is it any wonder that we use the same word to describe constructive criticism and that ear-splitting, screeching sound that happens when a microphone gets too close to a speaker? They both can cause a similar internal cringe and instinctual movement away from the sound. Constructive criticism tends to cause sweaty palms and racing hearts, and unfortunately, many of us take a passive approach to delivering feedback to avoid discomfort. But feedback does not have to be a painful process and can be your most powerful tool in creating positive relationships at work and at home.

Receiving feedback sparks a physiological response in our bodies that might explain why we shy away from feedback so much. “When we face criticism, rejection or fear, when we feel marginalized or minimized, our bodies produce higher levels of cortisol, a hormone that shuts down the thinking center of our brains and activates conflict aversion and protection behaviors.” (Judith & Richard Glaser, HBR) This release of cortisol is similar to what happens when the brain engages the “fight or flight” response and can cause a person to be uncharacteristically emotional or reactive. The effects of cortisol linger in the body for up to 26 hours! Now that is scarier any Halloween costume.

While you cannot change how the body’s autonomic sympathetic nervous response, you can help program the body to see feedback in a different light.

1) Successful feedback is correlated to existing relationships.

For feedback to be the most effective, credibility and trust must be in place. Feedback outside of a relationship based on these elements is exceedingly difficult to give and receive. Intentionally setting about to strengthen relationships within an organization create a foundation for feedback to be exchanged and accepted.

2) Build feedback into routines.

Many people are uncomfortable giving and receiving feedback and, to make themselves more comfortable, they procrastinate or push off offering feedback until either an annual review or a situation has escalated to emergent proportions. One way to reduce the stress response that occurs when receiving constructive criticism is to build it into daily routines. Asking for specific and timely feedback on a regular basis can also build a culture where feedback is not just accepted but sought after as a means for improvement.

Contact our Deep End Talent Strategy coaches if we can help you think about feedback within your team.