This episode of Manager Tools defines the first rule of feedback: all feedback (positive or negative) is about encouraging effective future behavior, not dwelling on the past. Sarah and Mark critique common past-focused methods like root cause analysis and feedback dialogue, and advocate for a simple, four-step feedback model that keeps conversations brief, positive, and forward-looking to improve manager-direct relationships.
Summarized by Podsumo
The first rule of feedback is that all feedback—positive or negative—is about encouraging effective future behavior, not dwelling on past mistakes.
Common past-focused methods like root cause analysis and feedback dialogue are criticized for causing defensiveness and wasting manager time.
Manager Tools promotes a four-step feedback model (ask permission, state behavior, describe effect, ask for change) that can be delivered in under 10 seconds.
Delivering negative feedback with the same positive, encouraging tone as positive feedback fosters trust and reduces shame or defensiveness.
The episode argues that even negative feedback is 'good' because it provides an opportunity to correct behavior and improve future performance.
"All feedback is about effective future behavior… The mistake has already occurred. There's nothing we can do about it. — Sarah"
"Even if you chew your direct out, you have to believe it's designed to change the future… Otherwise, you might as well not do it. — Mark"
"Your feelings around the behavior may not be positive, but you can feel positively about trusting this person to do right with the information you give them. — Sarah"