Which principle about feedback is correct?

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Multiple Choice

Which principle about feedback is correct?

Feedback works best when it targets specific actions rather than judging who the person is. By focusing on observable behaviors, you give clear, actionable information that the person can change. This keeps the discussion objective and helps the recipient understand exactly what to adjust. It also preserves their dignity and reduces defensiveness, which makes it more likely they’ll reflect and improve. For example, if a missed deadline caused a delay, you would point to the concrete behavior—like “the report was submitted two days late and without the updated figures”—and explain the impact, then offer a concrete plan to fix it, such as “please attach the latest numbers and share the draft by 3 p.m. next time.” This kind of behavioral feedback is actionable and timely. Other approaches fall short because focusing on personal attributes can feel like a value judgment about the person and invites defensiveness, making change harder. Limiting feedback to writing isn’t necessary and can miss nuances the reader might need to hear or discuss in real time. Delivering feedback publicly can embarrass the person and inhibit honest dialogue. Private, specific, behavior-based feedback is generally most effective for growth.

Feedback works best when it targets specific actions rather than judging who the person is. By focusing on observable behaviors, you give clear, actionable information that the person can change. This keeps the discussion objective and helps the recipient understand exactly what to adjust. It also preserves their dignity and reduces defensiveness, which makes it more likely they’ll reflect and improve.

For example, if a missed deadline caused a delay, you would point to the concrete behavior—like “the report was submitted two days late and without the updated figures”—and explain the impact, then offer a concrete plan to fix it, such as “please attach the latest numbers and share the draft by 3 p.m. next time.” This kind of behavioral feedback is actionable and timely.

Other approaches fall short because focusing on personal attributes can feel like a value judgment about the person and invites defensiveness, making change harder. Limiting feedback to writing isn’t necessary and can miss nuances the reader might need to hear or discuss in real time. Delivering feedback publicly can embarrass the person and inhibit honest dialogue. Private, specific, behavior-based feedback is generally most effective for growth.

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