Companies might face several obstacles when applying the feedback concepts from this book. One potential obstacle could be the natural human resistance to negative feedback. People often feel threatened by negative feedback, leading to defensive reactions that can hinder the effectiveness of the feedback process. To overcome this, companies can focus on creating a culture of open communication and trust, where feedback is seen as a tool for growth and improvement rather than a personal attack. Another obstacle could be the lack of understanding of the different types of triggers that can lead to negative reactions to feedback. Companies can overcome this by providing training and education on these triggers, helping employees to understand and manage their reactions to feedback. Finally, companies might struggle with implementing the feedback concepts in a consistent and systematic way. To overcome this, they can establish clear processes and guidelines for giving and receiving feedback, and ensure these are followed throughout the organization.
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Dreading “feedback season” and afraid that you might leave your review dejected, or end the conversation on an awkward note in case you’re the reviewe...
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We all know the heart-pounding, anxiety-inducing, tunnel-vision feelings that go along with negative feedback. Such reactions often mean we have been triggered, in other words, feel threatened by the feedback. There are three main types of triggers that can lead to someone reacting this way. If you trigger someone while sharing feedback, they will likely reject your feedback and block it out. Understanding these triggers can help you avoid upsetting others when giving feedback and be more aware of your reactions when receiving feedback. The three triggers are: