In order to effectively influence others, it is essential to communicate in a way that ensures involvement and commitment.
Barbara Fredrickson at the University of North Carolina has found that positive emotions like trust, curiosity, and inspiration open our minds and help us build psychological, social, and physical resources. With this positive emotive approach, we feel more safe and become more open-minded and motivated, the ingredients necessary to receive feedback well and seek to find solutions.
How do your managers build psychological safety during feedback? Here is my 4 step-process managers can use to create a SAFE environment while creating actions from feedback: Share-Accept-Fuse-Engage feedback loop.
Are you interested in creating an organizational culture that is challenging but not threatening, real yet human, or stimulating yet kind. We will help your leaders raise oxytocin levels (the feel good drug) in your teams to guide them towards real behavior change. Sign up a small group or all your managers for our Providing Essential Performance Feedback Workshop and have us customize it to your needs.
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