From the perspective of coaching, it is feedback and not criticism if we follow certain guidelines when giving our opinion about another person. It is feedback if the exchange is direct and interpersonal and is done with the intention of helping to learn and grow . Therefore, giving an opinion on how we perceive the performance and impact of a person to improve their development is not criticizing, it is giving feedback.

In addition, to move from criticism to feedback the commentary must be argued, clear, constructive, timely and forward-looking. For example, it would not be feedback to say: “Let’s see if your team gets its act together, that work like this doesn’t get done”. And it would be feedback to say: “Let’s talk about what might be happening in your team?

Feedback, a tool for development

Feedback helps to boost strengths and to identify and improve our weaknesses , enabling development. When it is positive, it has a powerful impact on commitment. “The opinion of another person on how we act pushes us, as it has a positive impact on our future actions, always helping us to improve”, explain the EEC coaches who use this tool in their training in coaching and in their interventions in the company.

Moreover, in the opinion of the experts, negative feedback does not exist. “Feedback is always positive because it always pushes forward.”

In this sense, sharing what we think about the actions of others is a responsibility . At EEC, they understand “the action of giving feedback as an obligation, since it is the only way we have to develop ourselves and give something to the other person that will help him or her grow”.

It is bidirectional

The feedback phenomenon goes in two directions. Don’t lose sight of the fact that it is in your hands to know how your own performance is perceived and the impact you are generating . If you don’t do this, you will be the last person to know about your mistakes. “Feedback is asking others to lend us their eyes to see things we are not seeing,” they clarify in EEC.

4 Keys to Keeping Your Mind Out of the Way

The experts at Escuela Europea de Coaching define four aspects to have love for giving and receiving feedback in an appropriate way. The key is to understand the feedback as a gift.

1. Feedback is always an opinion about a fact

To give and receive feedback it is necessary to differentiate between opinions and facts .

2. Don’t keep valuable information to yourself

If we don’t give feedback we are left with something that can be worthwhile for someone else to grow.

3. It is necessary to ask for feedback

If we don’t ask for feedback we miss out on something that can help us grow .

4. Appreciate the opportunity to obtain this information

Feedback is a privilege at our disposal as a tool to grow and make others grow.

Haters gonna hate

Finally, remember that criticism serves to criticize and feedback serves to improve . It’s not the same to say you’re doing something stupid as to say, “you’re stupid”.

“Feedback is not what the other person is, it’s not even what the other person does, it’s what happens to me with what the other person has done,” conclude the European Coaching School trainers. “To talk about feedback is to put the person in the first place and it is to talk about vulnerability, connection, cooperation and the need not to try to be right”.