Less than a Minute Life Lesson-2410 Promotion and Character

Unit-16

Bosses sees Feedback as a Weapon, whereas Leaders sees Feedback as a Tool

Let’s understand the context behind which the above difference has been derived. When I say “Bosses sees Feedback as a Weapon” I mean, they use it for finding fault and indirectly convey that subordinate is not ready for the next level whereas when I say “Leaders sees Feedback as a tool”, I mean they use it for identifying their subordinates Positives as well as negatives and come up with a developmental plan to enhance the subordinates performance.

Giving feedback is one of the most important role played by the seniors in the workplace, feedback can make or break a person and Leaders are known for making a person and hence they use it as a tool, whereas Bosses are known for breaking a person and hence it becomes a weapon.

Bosses give feedback for the person whereas the Leaders give feedback for the act or the behaviour, when the feedback is for the person, they take it personally, when it is for the act or the behaviour, they see it as a scope for improvement.

During feedback sessions Bosses sees subordinates' reasons as excuses whereas Leaders sees subordinates' reasons as analysis.

Many organisations find it difficult to retain an employee after annual Appraisal, where Appraisal turns to be a war of words, where Bosses are equipped with coercive powers in the hands, which makes the subordinate succumb to the feedback at that point of time & later look for new opportunities. When it comes Leaders, they don’t use their powers, instead they empower their subordinates to share their views and hence Appraisals turns to be relationship building exercise.

During appraisals Boss sees failure as a reason to fire a person whereas Leader sees failure as a reason to understand the person.

The feedback sessions can be either be a nightmare or a productive conversation, it depends upon the Attitude of the giver

Ask yourself the following questions

1.   Do you use feedback session to communicate your displeasure?

2.   Do your feedback end without solutions?
3.   Do your feedback have scope for two-way communication?
4.   Do you feedback focus on developmental discussions?
5.   Do you feedback focus on both positives and negatives?
6.   Do you regularly have one on ones?
By answering the above questions, you can understand whether there is a boss in you who uses feedback as a weapon or a Leader who uses it as a tool for developing people and ensuring harmony in the workplace

The more feedback you give to people, the better it is, as long as the feedback is objective and not critical.

Brian Tracy

M.L.Narendra Kumar