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Feedback should focus on individual strengths not general performance metrics from "summary" of Nine Lies About Work by Marcus Buckingham,Ashley Goodall
Feedback is most effective when it zeroes in on the unique strengths of individuals rather than relying on broad, generalized metrics. When feedback is tailored to specific talents, it empowers people to leverage what they naturally excel at. This approach nurtures an environment where individuals feel valued for their distinct contributions, rather than being boxed into a one-size-fits-all evaluation. Emphasizing individual strengths fosters a culture of growth. Employees become more engaged when they recognize that their specific abilities are acknowledged and appreciated. This engagement leads to higher motivation and productivity, as individuals are more inclined to invest time and effort into areas where they feel competent and confident. Conversely, general performance metrics often lead to a deficit mindset. When feedback focuses on what’s lacking or on comparative performance, it diminishes the individual’s sense of self-worth and stifles creativity. People become preoccupied with meeting standard benchmarks rather than exploring their unique capabilities. Instead of igniting passion, such metrics can create a culture of compliance, ultimately hindering innovation and collaboration. By concentrating on what individuals do best, feedback becomes a tool for discovery and development. It encourages a dialogue where individuals can explore their potential while also contributing to team dynamics. This dynamic not only enhances individual performance but also drives collective success. Understanding that feedback is not merely a tool for assessment but a vital part of personal and professional growth reshapes the way organizations function. It shifts the focus from uniformity to authenticity, cultivating an atmosphere where everyone can thrive by building on their individual strengths.
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