Leaders often struggle to balance honesty and tact when providing critical feedback that promotes a growth mindset in the workplace. The challenge lies in offering feedback that corrects errors and highlights areas for improvement while also encouraging and supporting the employee’s growth and confidence.
This difficulty is well-documented; a Harvard Business Review study by Lou Solomon revealed that 69% of managers are often uncomfortable communicating with their employees, particularly when delivering direct feedback. This discomfort can lead to avoidance or the adoption of ineffective strategies such as the ‘praise sandwich,’ where criticism is cushioned between two layers of praise. Unfortunately, this method often dilutes the impact of both positive and negative feedback, causing confusion and unclear priorities.
The main problem with the ‘praise sandwich’ approach is that it creates confusion by diluting the impact of both positive and negative feedback. Employees may struggle to understand what areas they genuinely need to work on versus what is merely a compliment. This confusion can lead to unclear priorities. As a result, their performance and personal development can stagnate, ultimately hindering overall organizational growth.
Here is where the growth mindset comes to the rescue. The concept of a growth mindset, popularized by psychologist Carol Dweck, may be the key to helping leaders provide effective feedback and transform their organizations.
A study by Gallup found that employees who receive regular, constructive feedback are significantly more likely to be engaged in their work compared to those who do not. This engagement translates into higher productivity, improved performance, and a more innovative organizational culture. What’s more, businesses that score high in employee engagement more than double their odds of success compared with those with the lowest score.
For the rest of this article, we will explore how adopting a growth mindset can help leaders excel in providing constructive feedback.
First, let’s look at what a growth mindset is.
Understanding the Growth Mindset
Growth vs Fixed Mindset
Carol Dweck’s research in the 1980s laid the foundation for the growth mindset concept, highlighting how our mindset profoundly influences our behavior and success.
According to Dweck, a growth mindset is the belief that abilities and intelligence can be developed through dedication and hard work.
This contrasts with a fixed mindset, where individuals think that their talents are innate and unchangeable. As a result, they often do not put effort into developing their abilities. People with a fixed mindset tend to avoid challenges, give up easily when faced with obstacles, and view effort as fruitless.
They may also ignore constructive feedback, because it can be perceived as an indication of their lack of ability, and feel threatened by others’ success, seeing it as evidence of their own limitations rather than an opportunity for learning. Consequently, this mindset leads to stagnation and limits personal and professional growth, as individuals do not engage in behaviors that foster skill development and improvement.
In the workplace, cultivating a growth mindset has numerous benefits. Employees with this mindset are more likely to embrace challenges, persist through obstacles, learn from criticism, and find inspiration in others’ success.
This leads to higher engagement, increased innovation, and overall improved performance. Organizations that foster a growth mindset culture tend to have more resilient and adaptive teams, capable of navigating change and adversity with greater ease.
What a Growth Mindset is Not
A growth mindset is not just about telling someone, or yourself, “Try harder, you can do anything.” According to Dr. David Yeager, this is a common misunderstanding of the concept.
In a podcast interview with Dr. Andrew Huberman, Dr. Yeager explained that a true growth mindset means believing that change is possible under the right conditions and with the right support. It’s about recognizing that with effort, appropriate strategies, and constructive feedback, improvement and development are achievable.
The Mentor’s Dilemma in Feedback
Providing effective feedback is one of the most challenging tasks for leaders. This challenge, often referred to as the Mentor’s Dilemma, involves balancing honesty and tact. Leaders must deliver feedback that is accurate and constructive while also being respectful and encouraging to avoid provoking defensiveness or discouragement in the recipient. In this section, we will explore various strategies to overcome this dilemma and ensure that feedback fosters a growth mindset.
Balancing Honesty and Tact
Providing feedback that is both honest and tactful is a hard thing to do. Honesty is crucial as it ensures that the feedback is accurate and constructive, addressing real issues that need improvement. However, to be effective, it must be delivered respectfully, without provoking defensiveness, and discouraging the recipient.
Here are some strategies to ensure your feedback encourages a growth mindset.
Strategies for Delivering Honest Feedback Constructively:
- Be direct about the purpose of the conversation by clearly stating your intentions.
- Focus on specific behaviors or outcomes rather than personal attributes.
- Use “I” statements to express your perspective without sounding accusatory.
- Invite a dialogue by asking the person what kind of support they think they need.
- Be attentive to signs of emotional or identity triggers.
For example, feedback structured around these principles could sound like this:
“I want to discuss the recent project with you. My goal is to give you feedback that can help you improve and grow in your role. I appreciate the hard work you put into it, and I believe that focusing on a few specific areas can make your future projects even more successful. For instance, I noticed that some of the project details were missed, which impacted the final outcome. I think that paying closer attention to the initial planning phase could prevent these issues. I also observed that the communication between team members could be enhanced to ensure everyone is on the same page. How do you feel about these points, and what kind of support do you think you might need to address these areas? Please let me know if there’s anything else you’re experiencing that might be affecting your work.”
Encouragement vs. Criticism
It’s important to differentiate between constructive criticism and discouragement. Constructive criticism aims to help the individual improve by focusing on how they can perform better in the future. Discouragement, on the other hand, often leaves the person feeling demoralized and unmotivated.
Here are a few techniques you can use to frame feedback in a more positive way.
Techniques for Framing Feedback in an Encouraging Manner:
1. Frame Criticism as Opportunities for Growth: Shift the focus from what went wrong to what can be improved and how. Instead of saying, “This report is incomplete,” reframe it as, “To enhance future reports, let’s include more detailed analysis and supporting data.” This approach emphasizes the potential for growth and development, making feedback more constructive and motivating. By being specific you are helping the employee understand exactly what behaviors and actions need to change.
2. Acknowledge Effort and Intentions: Recognize the effort the person has put into their work, regardless of the outcome. This helps in making them feel valued and encourages persistence. For example, “I can see you put a lot of effort into this project, and that’s commendable.”
3. Encourage a Two-way Dialogue: Feedback should be a conversation, not a monologue. Invite the recipient to share their thoughts and participate in developing solutions.
4. Build on Their Strengths: Highlight what the person is doing well and suggest ways to expand on these strengths. For example, “You’ve done a great job with the initial research; let’s apply that same thoroughness to other areas as well.”
5. Create a safe environment: Feedback should be given in a way that makes the recipient feel safe and supported. This involves establishing trust and ensuring that the individual understands the feedback is intended to help them succeed.
Context and Timing
Providing feedback at the right moment is critical to its effectiveness. Feedback given inappropriately can be misinterpreted or dismissed, leading to missed opportunities for growth and improvement. By ensuring proper timing, you make your feedback relevant and impactful, fostering a positive developmental environment.
Identifying the Right Moments to Provide Feedback:
- Choose a private setting to avoid embarrassment: Deliver feedback in a confidential space to ensure the recipient feels respected and can focus on the message without feeling self-conscious.
- Ensure the recipient is in a receptive state of mind: Assess the emotional and mental state of the person receiving feedback to ensure they are open and ready to listen, making the feedback more effective.
- Consider the timing in relation to the event or behavior being discussed: Provide feedback as close to the occurrence as possible while allowing some time for initial emotions to settle, ensuring that the feedback is timely and relevant.
The Impact of Timing on the Effectiveness of Feedback:
- Immediate feedback can reinforce positive behaviors and correct issues before they become ingrained: Offering feedback right away helps solidify good practices and swiftly address any mistakes, preventing them from becoming habits.
- Delayed feedback allows for reflection and can be more thoughtful and less reactionary: Waiting a bit before giving feedback can provide time to gather more information and approach the conversation with a clear and calm mindset.
- Regular feedback helps maintain ongoing development and prevents issues from escalating: Consistent feedback sessions create a continuous loop of improvement and prevent small problems from growing into larger ones, fostering a culture of constant growth.
Overcoming Common Challenges
Providing effective feedback also involves navigating several common challenges, such as dealing with resistance and maintaining employee motivation. By understanding these challenges, you can proactively take necessary steps to address them early on, ensuring your feedback is both effective and impactful.
Dealing with Resistance
Resistance to feedback is a natural reaction, especially when the feedback touches on areas for improvement. People often feel defensive when their weaknesses are highlighted. However, handling defensive reactions effectively can turn this resistance into acceptance and, ultimately, positive action. By approaching feedback with empathy, active listening, and a focus on growth, you can help the recipient see the value in the feedback and motivate them to make constructive changes.
Strategies for Handling Defensive Reactions to Feedback:
1. Stay Calm and Composed: When faced with defensiveness, maintain a calm and composed demeanor. This helps to de-escalate the situation and prevents the conversation from becoming confrontational.
2. Listen Actively: Show that you are genuinely interested in the employee’s perspective. Allow them to express their thoughts and feelings without interruption. This can help them feel heard and valued, reducing their defensiveness.
3. Acknowledge Emotions: Recognize and validate the emotions that the employee may be experiencing. For example, you could say, “I understand that this feedback may be difficult to hear, and it’s okay to feel upset.”
4. Clarify Intentions: Reinforce that the feedback is intended to help them grow and succeed, not to criticize or demean them. Emphasize that your goal is to support their development.
5. Focus on Verbs, Not Labels: “When giving feedback, emphasize actions (verbs) rather than characteristics (labels). This helps to focus on behaviors that can be changed and improved, rather than static traits,” explains Dr. Huberman. Praising or critiquing specific actions encourages a growth mindset, helping individuals understand that their abilities can develop with effort. For example, instead of saying “You’re disorganized,” say “I noticed that deadlines were missed because tasks weren’t prioritized.”
To effectively turn resistance into acceptance and positive action, consider these tips from Marshall Goldsmith, perhaps the world’s most famous executive coach:
Marshall Goldsmith’s Techniques for Turning Resistance into Acceptance and Action:
1. Ask for permission: Before giving feedback, ask if it’s a good time. This shows respect for the other person’s space and readiness to engage in a potentially challenging conversation.
2. Check for understanding: After sharing your feedback, ask if it makes sense or if there’s anything that needs clarification. This ensures that the message is understood and can be acted upon.
3. Collaborate on Solutions: Involve the employee in developing a plan to address the feedback. Ask for their input and ideas on how to improve. This creates a sense of ownership and empowers them to take action. In the example in #5 above, you could add in the end: How do you think this can be improved for future projects?“
4. Offer Continuous Support: Ensure that the employee knows you are available to support them as they work on their development. Regular check-ins and follow-ups can provide ongoing guidance and encouragement.
5. Reframe the Feedback: Help the employee see the feedback as an opportunity for growth rather than a critique of their abilities. To promote a growth mindset at work, encourage the view that errors are opportunities for learning and that seeking help is a strength, not a weakness.
6. Pick your battles: Not every issue needs to be addressed. Focus on the most important areas that will have a significant impact on the individual’s growth and success.
Key Takeaways: Mastering Feedback to Promote a Growth Mindset
Providing effective feedback is not just a managerial task—it’s a cornerstone of leadership success. It’s the catalyst for driving employee engagement, fostering innovation, and enhancing overall performance. Clear and constructive feedback helps employees understand their strengths and areas for improvement, aligning their personal development with the organization’s goals.
For leaders, mastering this skill is essential to cultivating a growth mindset within the workplace, transforming challenges into opportunities, and propelling the team toward continuous improvement and organizational success.
Here are the key takeaways from this article to ensure your feedback is constructive, motivating, and impactful:
1. Balance Honesty and Tact: Honest feedback is essential for addressing real issues and promoting improvement. However, it must be delivered tactfully to avoid defensiveness and discouragement. Use strategies such as stating your intentions clearly, focusing on specific behaviors rather than personal attributes, and inviting a dialogue to create a supportive environment.
2. Understand and Cultivate a Growth Mindset: A growth mindset, as defined by Carol Dweck, is the belief that abilities and intelligence can be developed through dedication and hard work. Encourage this mindset by framing feedback as opportunities for growth, acknowledging effort, and setting achievable goals. This approach leads to higher engagement, increased innovation, and improved performance.
3. Handle Defensive Reactions Effectively: Resistance to feedback is natural, especially when it highlights areas for improvement. Address defensiveness by staying calm, actively listening, acknowledging emotions, and clarifying your intentions. Emphasize actions over characteristics to focus on behaviors that can be changed.
4. Incorporate Marshall Goldsmith’s Techniques: Implementing the techniques of renowned executive coach Marshall Goldsmith can turn resistance into acceptance and action:
- Ask for Permission: Show respect by asking if it’s a good time to give feedback.
- Check for Understanding: Ensure the feedback is clear and understood.
- Collaborate on Solutions: Involve the employee in developing improvement plans.
- Offer Continuous Support: Provide ongoing guidance and encouragement.
- Reframe the Feedback: Highlight growth opportunities rather than focusing on faults.
- Pick Your Battles: Focus on the most significant areas for improvement.
5. Maintain Motivation: Critical feedback can sometimes lead to a dip in motivation. Keep employees motivated by expressing confidence in their ability to meet high standards through effort and perseverance. Reinforce the belief that support is available and that continuous improvement is expected and achievable.
6. Build and Maintain Trust: Trust is the foundation of effective feedback. Be consistent and fair, follow through on promises, show genuine interest in development, and create an environment where feedback is a two-way street.
7. Consider Context and Timing: Providing feedback at the right moment is critical. Choose a private setting, ensure the recipient is in a receptive state of mind, and time the feedback appropriately. Immediate feedback can reinforce positive behaviors, while delayed feedback allows for thoughtful reflection. Regular feedback sessions help maintain ongoing development and prevent issues from escalating.
By applying these strategies and insights, you have the power to transform your feedback process, promoting a growth mindset and fostering a culture of continuous improvement.
As a leader, you have the potential to create a workplace where challenge is seen as an opportunity, setback as a stepping stone to greater success, and every piece of feedback as a catalyst for growth.
Embrace these tools and inspire your team to reach new heights, unlocking their full potential and driving your organization toward a brighter, more innovative future.
Paul Strobl, MBA, CPC
Owner of Confide Coaching, LLC
Paul is a Master Life Coach for GenX and GenY executives and business owners. Originally from Houston, Texas, he has been location independent for most of his adult life. He currently resides in the Rhodope Mountains of Bulgaria near the Greek border with his brilliant wife, 13-year-old stepson (officially adopted in 2021!) and a Posavac Hound rescue.
References
Harvard Business Review. (2016, March 09). Two-Thirds of Managers Are Uncomfortable Communicating with Employees. Author: Lou Solomon. Retrieved from https://hbr.org/2016/03/two-thirds-of-managers-are-uncomfortable-communicating-with-employees
Gallup. (2017). “State of the American Workplace.” Retrieved from https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx
Gallup. Employee Engagement. Retrieved from https://www.gallup.com/394373/indicator-employee-engagement.aspx
Dweck, C. S. (2007). Mindset: The New Psychology of Success. Ballantine Books.
Huberman Lab Podcast. (2023, July 16). How to Enhance Performance & Learning by Applying a Growth Mindset. Retrieved from https://www.hubermanlab.com/episode/how-to-enhance-performance-and-learning-by-applying-a-growth-mindset
Huberman Lab Podcast. (2024, April 15). Dr. David Yeager: How to Master Growth Mindset to Improve Performance. Retrieved from https://www.hubermanlab.com/episode/dr-david-yeager-how-to-master-growth-mindset-to-improve-performance
Goldsmith, M. (2007). What Got You Here Won’t Get You There: How Successful People Become Even More Successful. Hyperion.
