Feedback is a two-way street. It's the art of giving it and it's the art of receiving. The critical factor when dealing with feedback especially when it's constructed in nature is to do it early and sensitively versus waiting to a point that frustration sets in. When we wait to provide feedback and frustration enters the element frustration ultimately becomes the focus and not the actual feedback. On the other hand, it's imperative that people are trained and nurtured to receive feedback for its true objective. That objective should be to ultimately help the person improve or get better in a specific area. All too often people are not skilled at delivering feedback as well as receiving feedback.

What if managers were trained in coached on delivering feedback both positively and constructively in a way that it was received more successfully? Now, combine that with employees who have been trained in coached in receiving feedback and constructively wouldn't that be a powerful combination? How many times have we heard that manager start off a conversation with I'm so frustrated and then ultimately provide feedback in the area were performance was not adequate. The minute an employee hears the word frustration or an emotional reaction to what they didn't do well they focus on that emotion and not on the area where they have an opportunity to improve. It's critical managers are taught the art of delivering feedback that is received well and constructively to a point where action is taken on such feedback. This aspect can accelerate a manager's ability to coach and drive employee performance to an even higher level.

What do you feel are the key components of giving and receiving feedback in the workplace?

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