Have you ever felt that knot in your stomach when giving or receiving feedback? The fear of confrontation, the worry about damaging relationships, or the anxiety of being judged can make these conversations daunting. Yet, feedback is crucial for our personal growth, career advancement, and success as leaders. So, how can we overcome these fears and turn feedback into a powerful tool for improvement?

Well, today we’re diving into the psychology of fearless feedback. Melody is excited to welcome Dr. Joe Hirsch, TEDx speaker and author of ‘The Feedback Fix’ on the Psychology at Work podcast. Joe has helped over 30,000 people find joy, even in tough conversations. 

In today’s episode of Psychology at Work, we cover: 

• Why feedback is so psychologically and emotionally loaded for both the giver and receiver
• The biggest mental barriers and fears around feedback – and how to overcome them
• Tactical steps for delivering constructive criticism at work
• Strategies to manage your emotions when receiving difficult feedback

About Our Guest

Dr. Joe Hirsch helps organizations design and deliver feedback without fear. He’s a TEDx and global keynote speaker and the author of “The Feedback Fix,” which has been praised by Fortune 500 executives, NFL coaches and educational leaders for its forward-looking view on team effectiveness. Joe’s work and research has been featured in Harvard Business Review, CNBC, Forbes, Inc., The Wall Street Journal and other major outlets. He’s helped more than 30,000 people across three continents find joy at work and hosts the popular podcast, “I Wish They Knew.”

Connect with Joe: https://joehirsch.me/ 

Key Takeaways from This Episode

• Feedback is often feared due to its personal nature, loss of control, and perceived dangers.
• Two important shifts for effective feedback:
  • Mindset shift: View feedback as an act of service
  • Message shift: Focus on candor, caring, and partnership
• Tips for giving feedback:
  • Put candor before comfort, but with kindness
  • Share how much you care, not how much you know
  • Give power away to create partnership
• The “wise feedback” approach: express high expectations and belief in the person’s ability to achieve them.
• Receiving feedback:
  • Fact-check the feedback: Is it personal, pervasive, or permanent?
  • Widen your feedback circle for different perspectives
  • Return to sender with gratitude and a focus on growth
• Dealing with off-base feedback:
  • Recognize it as just one data point
  • Get curious about potential growth opportunities
• Common misconception: People’s potential is fixed. Instead, view others (and yourself) as constantly evolving.
• Importance of timely feedback: The “forgetting curve” shows rapid loss of information recall over time.
• Feedback preferences vary based on experience level:
  • Novices prefer frequent, contextual feedback
  • Experts prefer less frequent but more substantive feedback
• Managing up: How to request feedback from superiors by emphasizing your desire for growth and offering to initiate feedback conversations.