While Scrolling my LinkedIn feed, I came across the following article, Stop Asking for Feedback by Amantha Imber on the Harvard Business Review. The title sparked my interest because feedback is definitely a key word when thinking about continuous learning in business. Amantha Imber’s main idea seems to be:
“Feedback has little impact on our performance and over one-third of the time, it actually negatively impacts it.”
When thinking about feedback as it relates to performance, it would seems like feedback would directly impact performance positively. Right? Feedback can provide guidance on using your strengths and help you to be confident in that skillset. Of course, then there are the instances when you are provided with best practice to be more efficient. Maybe the idea was to think about how to provide feedback that is clear, appropriate to closing gaps, and empowering. The contrast between feedback and advice seemed to be a game of semantics. Amantha Imber does bring up some great points, see what she has to say in her article.
Workplace-ology 