Five barriers to feedback. barrier one, not giving feedback, giving feedback can be risky and trigger emotional reactions. To avoid problems, we say nothing. There is safety in silence. That means that we do not learn or change in organizations that rely on knowledge, innovation and teamwork. This is a real problem across cultures and hierarchies barrier to giving colored feedback.
When we do feel safe and confident to speak up, we sometimes confuse our opinions with the facts. We are not always as clear and reasonable as we like to think we are. We see the world through rose colored glasses. Let us look at the most common biases or thinking errors. Firstly, we tend to assume that others problematic behavior is due to poor attitude or character. This could lead to sweeping statements and personal attacks.
Secondly, we experience our own Reality is the only possible and obvious one and assume that others therefore see things the same way we do. Therefore, often do not take the time to explain our points of view. Lastly, we have a tendency to look for evidence that confirms our beliefs and dismisses any ideas that do not fit with them. barrier three using threatening words, we can perceive words as threatening as real physical danger. disrespectful, vague or indirect language can easily be misunderstood, and therefore trigger defensiveness. We fight or escape barrier for over inflated sense of self we are over optimistic about our own behavior and powers.
We find it hard to imagine and understand how other people might feel or think, especially when it comes to their opinions about us. We tend to pick up feedback that makes us feel good and filter out feedback that we don't lie. barrier five defensiveness beat that activates two highly connected parts of our brain. Let's call them our emotional brain and our rational brain. Our emotional brain instinctively scans all information including feedback for threats. If it proceeds any attack on our status or ego or the fairness of the situation, it can easily hijack our mind with paranoia and negativity, jumping to conclusions about the intentions of the giver.
Our rational brain is more open to exploring the feedback for facts and context. It has the capacity to show empathy for the giver and stay flexible to learn and improve, even if the feedback might sound threatening. If the feedback is extremely threatening, or emotions will override reason directly, if the feedback leave some room for inner conversations between the brains, the feedback will eventually be labeled as threat or learning opportunity. Threat activates our fight or flight in stakes, we will become defensive and fight back Or submissive and walk away. This solution clear and calm. The clear and calm compass helps you to navigate and overcome the five barriers of feedback by nurturing strong relationships and focusing on the facts.
The clear part of the compass helps us give better feedback by being prepared to speak up by radically focusing on the facts. By choosing our words carefully and respectfully. by agreeing on a smart way forward, and by always nurturing the relationship. The calm part of the compass helps us deal with feedback in a productive way by tuning in to what the giver might be thinking and feeling, understanding our own emotions and becoming more aware of our tendencies to react, staying open and in control of our emotions and impulses to react. Actively questioning the giver to fully understand accept and improve the situation.