This week, in addition to a focus on a Growth Mindset, I had the opportunity to learn more about feedback- specifically, negative feedback. Often when I have heard about feedback, it does not have a positive or a negative spin on it, rather, it is just associated with a report on how the event went. But two articles that I covered show that we often run and hide from negative feedback, resulting in a pigeonholed experience where we do not grow.
The first article is titled "How to Get Past Negativity Bias in Order to Hardwire Positive Experiences." It is an interesting take on feedback as a whole, where the author asserts that we are hardwired evolutionarily to avoid negative feedback because, often, it could result in harms to survival. The argument is that in order to get past our negativity bias, we need to take steps back and link the negative experience to positive ones, enrich the experience as a whole, and to remember them as linked events in our mind.
This is an interesting take on negative feedback because the argument is that it will always exist, and we cannot do anything about it. However, instead of trying to get over negative feedback, we can just link it with something that we have not only gotten over, but have embraced and eagerly anticipate. Linking a positive and negative experience seems to ensure that there will be a focus on the feedback aspect, and that there will be a chance to grow as well.
The second article is titled "Why It's So Hard to Hear Negative Feedback." This one is a different take, in that instead of exploring the roots of negativity bias, it explores some of the affects of negative feedback in general. The idea is that we despise negative feedback so much, that in an office setting, we will rework our entire social relationships just to avoid it. Obviously there should be a simpler way to avoid negative feedback, and their solution seems quite simple: presume good faith. Instead of waiting to get it over with, the authors urge people to go in presuming feedback is an opportunity for change and improvement. It is just a metric of what has already occurred with an eye on improving in the future.
Overall, I believe both of these to be positive ideas to combat a negative response. Both linking positivity and trusting others are basic principles that should be applied to more than just feedback, but the important thing is identifying their use in the first place, then applying them in real life.
The first article is titled "How to Get Past Negativity Bias in Order to Hardwire Positive Experiences." It is an interesting take on feedback as a whole, where the author asserts that we are hardwired evolutionarily to avoid negative feedback because, often, it could result in harms to survival. The argument is that in order to get past our negativity bias, we need to take steps back and link the negative experience to positive ones, enrich the experience as a whole, and to remember them as linked events in our mind.
This is an interesting take on negative feedback because the argument is that it will always exist, and we cannot do anything about it. However, instead of trying to get over negative feedback, we can just link it with something that we have not only gotten over, but have embraced and eagerly anticipate. Linking a positive and negative experience seems to ensure that there will be a focus on the feedback aspect, and that there will be a chance to grow as well.
The second article is titled "Why It's So Hard to Hear Negative Feedback." This one is a different take, in that instead of exploring the roots of negativity bias, it explores some of the affects of negative feedback in general. The idea is that we despise negative feedback so much, that in an office setting, we will rework our entire social relationships just to avoid it. Obviously there should be a simpler way to avoid negative feedback, and their solution seems quite simple: presume good faith. Instead of waiting to get it over with, the authors urge people to go in presuming feedback is an opportunity for change and improvement. It is just a metric of what has already occurred with an eye on improving in the future.
Overall, I believe both of these to be positive ideas to combat a negative response. Both linking positivity and trusting others are basic principles that should be applied to more than just feedback, but the important thing is identifying their use in the first place, then applying them in real life.
Feedback manifests itself as good and bad, but it's end goal is improvement. Source: PixaBay
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