The Neuroscience of Feedback: 4 Steps to Say Any Difficult Message Well

In this episode, we explore the psychology and physiology of feedback and learn how to communicate it effectively. Our brains are wired to respond to feedback in a unique way, using two distinct systems for processing information.

When receiving feedback, our System 1 response often relies on emotional reactions and social norms rather than objective analysis. Feedback can have a significant impact on our self-esteem and motivation. Research suggests that constructive input can enhance self-esteem and motivation, while negative or destructive input can have the opposite effect.

The Four-Part Framework for Giving Meaningful Feedback LeeAnn Renninger suggests four science-backed steps to giving meaningful feedback:

Micro-yes: Start by asking a short but key question to set the stage for the conversation.

Data points: Give specific examples or observations without making objective statements that sound like judgments.

Impact statement: Explain exactly how the data point impacted you or the team.

Wrapping up the message with a question: Encourage the other person to contribute to joint problem-solving and take ownership of solving problems.

The Power of Feedback

Effective leaders are not afraid to ask for feedback themselves, establishing themselves as lifelong learners and taking control over their own growth. By asking for feedback regularly, we can confront our own biases and assumptions and become more aware of our areas for growth.

True leadership is not just about getting things done or being in charge, but about setting the stage for others to succeed. The key to growth and success lies in being willing to ask for input and learn from others.