The Bad of ‘Good’ Feedback: Good vs Effective?

Which would you prefer – “good feedback” or “effective feedback?”

Recently I gave the guest keynote to a global organisation bringing their team together for the first time since covid.

It was all about building team bonds and improving how they worked together.

Afterwards they asked me to give some “good feedback” on their day (because I present to a lot of these).

It got me thinking about what “good feedback” actually means.

Is it feedback that makes you feel good?

Often what we might describe as “good feedback” is actually feedback that makes us feel good.  But is it useful?

Is it feedback that focuses on the good?

While it’s a good idea to focus on strengths, it is unlikely that this is what most people mean by “good feedback”.

Or does good feedback help us understand how we come across and improve?

If this is true, then “good” feedback provides perspective and the opportunity to develop.

This kind of feedback isn’t about “good” or “bad” but rather about being helpful and constructive.

It describes observable behaviour and is detailed, comprehensive, specific, positive and encouraging.

What is really needed is not good feedback, but “complete feedback” – warts and all.

It has two aspects which I will outline in my next post.

In the meantime: what kind of feedback do you as a leader like to give and receive?  How did you develop your feedback skills?