Feedback can help with professional growth.

But there are some nuances.

Feedback can be divided into two types: “vertical” and “horizontal”.

“Vertical” feedback occurs during learning or under guidance, coming from an authority figure (teacher, teamlead) with more experience to share. This type of feedback helps avoid common mistakes and enables faster learning and project execution.

However, it's not applicable in all areas and only works if we recognize the authority.

“Horizontal” feedback comes from colleagues, offering a different perspective based on their unique experiences. This feedback type allows us to see results through fresh eyes, expanding our horizons, toolkit, and expertise.

Remember, there's no single “correct” viewpoint.

What do you see?

Some see a young woman looking away, while others see an elderly woman.

Both are correct – they're simply different perspectives.

The image is merely a collection of dark and light spots and lines; it's our minds that assemble them into a meaningful whole.

Well-constructed feedback helps us step outside our basic assumptions about how the world works or our views on solving creative problems.

Poor feedback hinders learning and growth.

Focusing on flaws and mistakes activates the sympathetic nervous system: “fight or flight” mode. The brain concentrates only on survival-related information, blocking out the rest, including learning. The person becomes defensive instead of seeing new growth opportunities.

Positive feedback facilitates learning.

“Leaving your comfort zone” doesn't aid learning.

Quite the opposite.

¯\_(ツ)_/¯

In an experiment conducted by Richard Boyatzis, students were divided into two groups. One group received positive coaching, while the other group was questioned about their homework and what they thought they were doing wrong and needed to improve.

The students who were asked about what they needed to correct experienced activation in their sympathetic nervous system, which is responsible for the "fight or flight" response. This system narrows the brain's focus to survival-related information and impairs cognitive, emotional, and perceptual abilities.

In contrast, the students who focused on their dreams and how to achieve them showed activation in their parasympathetic nervous system, which is associated with a sense of well-being, better immune function, and openness to learning.

The findings suggest that learning is most effective when people focus on what they are doing well and how they can build upon their strengths, rather than dwelling on their weaknesses or shortcomings. The study also indicates that people learn best when others acknowledge their strengths and encourage them to cultivate these abilities further. Contrary to the belief that learning requires stepping out of one's comfort zone, the research suggests that learning is most likely to occur within an individual's comfort zone, where neural pathways are most concentrated, and creativity, insight, and productivity are at their peak.

How to Give Feedback

Feedback is effective only when requested. Otherwise, even constructive criticism is more likely to harm than help.

Evaluations, judgments, and pointing out errors or weaknesses are not beneficial.

Instead, speak about your reaction and viewpoint. Provide feedback using “I“ statements: Instead of “you did wrong”, say “I didn’t get it”. This avoids an accusatory tone.

To help the author see an alternative approach, substantiate your opinion, explain your reasoning, and show your thought process.

Instead of Great job! — Try Here are three things that worked for me: …

Here's how you should have done it — Here's how I would have done it.

You need to work on this — These parts worked for me, and here's why.

This doesn't work — When you do this, I don't understand it.

You lack skills here and here — I had trouble understanding this and that part.

Don't color your feedback with emotional statements.

Discuss only the work, not the author's personality or competencies.

Focus not on the problem itself, but on how to do things differently, improve, or fix it.

Share your experience and suggest your solution. This will help expand the author's toolkit.

Leave the choice of how to proceed to the author. Don't impose your view as the only correct one.

When praising, be sincere.

Fake praise is easily detected and erodes trust in everything else you say (that's why the “sandwich method” doesn’t work sometimes).

Analyze the work, find the good, and explain in detail why you think it's important.

Good feedback:

• Comes from a position of collaboration, standing "shoulder to shoulder" with the author.

• Is respectful, acknowledging the person’s effort and the results of their work.

• Motivates change and encourages development.

• Sparks insights on how to improve.

• Does not undermine self-esteem.

How to Receive Feedback

Receiving feedback is always emotionally challenging.

That's normal – it's human psychology.

Remember: feedback says more about the giver than the receiver, reflecting their experiences and perspectives.

It's okay to disagree with feedback. Don't defend yourself or explain your choices. Simply note the factual component of the feedback.

Set aside the recorded facts, thoughts, and viewpoints. Revisit them in a day or a few. Once emotions settle, it will be easier to decide which parts of the feedback suit you and help you, and which you don't accept.

Any criticism and feedback is stressful.

It triggers the "fight or flight" defense mechanism. Adrenaline hinders rational thinking and extracting value from the feedback. In such cases, controlling your breathing (e.g., “square breathing”) can help. Such techniques prevent stress from escalating and help focus on the useful parts of the feedback.

The "shit sandwich" works if you don't consciously resist it.

If criticized right away, the brain assumes a defensive stance and can't absorb new information. If praised first for the work, it triggers oxytocin release (the “love, happiness, or creativity hormone”).

This allows the brain to stay in its comfort zone and absorb new information, alternative viewpoints, and creative solutions.

If praised in general terms (“Great work!”), ask for details on what exactly they liked, what was done well, and what works well.

This isn't “fishing for compliments” – it's exploring what you're good at and should develop further. This will help you understand your strengths, improve them, and use them again.

Ask for feedback on your work more often.

And grow!