We recently conducted a workshop on cultivating a high-performance, collaboration culture at HR West in Oakland. Here’s a teaser. Feedback is a critical component.

A Common Critical Feedback Error

At one point, a CEO in our workshop loudly bragged. “Here’s what I do. My executive assistant knows she’s doing a good job when she doesn’t hear from me. If she’s not doing well, I tell her exactly what she’s doing wrong. That works!”

That doesn’t work!

The absence of communication is indeed communication. The absence of performance input is indeed feedback. It communicates volumes. And here’s the thing…

You have absolutely no influence over what your silence communicates. You may think it communicates, “good job.” Not likely.

At the very least, it communicates a message that is far more complex than, “good job.”

And every time, it leaves lots of uncertainty. Uncertainty leads to fear. And fear leads to poor decision making and bad performance.

The Only Effective Feedback Is Deliberate Feedback

Check out this video.

And, please, Let us know what you think.

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Deciding to give more input to your team is a great start. And not all feedback is created equal. We’re always happy to talk with you about what it looks like to be a skillful performance communicator. This podcast episode with Elaine Lin Hering is a great place to start.

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