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Give feedback with the intention of helping the other person grow from "summary" of Radical Candor by Kim Malone Scott
When you give feedback, your intention should always be to help the other person grow. This means that your feedback should be delivered with the other person's best interests in mind, not to make yourself feel better or to show off how smart you are. It's not about criticizing for the sake of criticizing, but about offering constructive criticism that will help the other person improve. Feedback is a gift, and like any gift, it should be given with thought and care. You should take the time to consider what you want to say and how you want to say it. Remember that your words have the power to either build someone up or tear them down, so choose them wisely. When giving feedback, it's important to be specific and actionable. Vague criticism is not helpful, as the other person won't know what they need to do to improve. Instead, be clear about what you observed and how the other person can do better in the future. This will give them a roadmap for growth and development. Another key aspect of giving feedback is to be open to receiving feedback yourself. Feedback is a two-way street, and just as you are offering your thoughts and insights to others, you should be willing to listen to what they have to say about you. This reciprocity will help foster a culture of trust and collaboration within your team. In the end, the goal of feedback is to help the other person reach their full potential. By offering your insights and guidance in a constructive and caring way, you can support their growth and development. Remember that feedback is not about pointing out flaws or shortcomings, but about building on strengths and helping others become the best version of themselves.
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