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Focus on the behavior, not the person, when giving feedback from "summary" of Radical Candor by Kim Malone Scott
When giving feedback, it's crucial to focus on the behavior rather than the individual. By doing so, you can avoid making personal attacks and instead address specific actions or outcomes. This approach helps to keep the feedback constructive and focused on areas that can be improved. When you focus on the behavior, you are providing a clear and direct message to the recipient. By pointing out specific actions or behaviors that need to be addressed, you are offering actionable feedback that the individual can act upon. This specificity helps to avoid confusion or misinterpretation, ensuring that the feedback is understood and can be effectively addressed. Additionally, focusing on the behavior helps to separate the person from the action. This distinction is important because it prevents the feedback from becoming personal or emotional. By keeping the feedback centered on the behavior, you can maintain a professional and respectful tone, fostering a constructive dialogue rather than a confrontational one. Furthermore, addressing behavior allows for a more objective assessment of the situation. When feedback is based on observable actions or outcomes, it is easier to provide concrete examples and evidence to support your points. This objectivity can help the recipient understand the rationale behind the feedback and see the areas where improvement is needed.- Focusing on the behavior when giving feedback is essential for maintaining a constructive and respectful dialogue. By addressing specific actions or outcomes, you can provide clear and actionable feedback that helps the individual improve without making personal attacks. This approach fosters a more objective assessment of the situation and promotes a professional and respectful tone in the feedback process.
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