by Paul Matthews


The dictionary defines feedback as either the return of information that is provided following an activity or process, or an evaluative response.

Whenever we do something, we gather feedback on how well we have done. From this, we not only learn but, if we did well, we also gain satisfaction and a sense of fulfilment. While some of it is given on purpose and in a planned way, much of the feedback we receive is informal and unplanned.

Planned feedback is incredibly useful for both the giver and the receiver and is the core of performance management. Feedback from others, when properly given, can make the difference between success and failure in our lives. It provides us with information on what’s working and what’s not.

This topic is for anybody who would like to improve their skills in either the giving or receiving of feedback. It helps to explain exactly what feedback is. It details its key importance in managing performance. It gives assistance with how to give both positive and constructive feedback in order to gain the best results from your team, to motivate and encourage them and to help them to develop. It also delves into the fraught area of how to give difficult feedback about things such as personal habits.

The only way to avoid criticism is to do nothing, say nothing, be nothing.

Elbert Hubbard

Since feedback is such an essential part of each person’s growth, the topic also helps us to understand how to receive feedback in the best way, for maximum development, learning and progress.

And don’t think that feedback is just to be given to those over whom you have some authority. Feedback can be given and gratefully received in any direction within the hierarchy.

The reward for the giving and receiving of powerful feedback? Those who can master this tool will be blessed with being able to initiate and facilitate change – the type of change that gets great results.