As a global professional, the way you navigate the exchange of information defines your leadership trajectory.

Feedback  Terminology

A management philosophy of Caring Personally while Challenging Directly; giving feedback that is both kind and clear.

A concept focusing on providing suggestions for the future rather than dwelling on mistakes made in the past.

A process where an employee receives confidential, anonymous feedback from the people who work around them: boss, peers, and direct reports.

Information provided to an individual to help them identify areas for improvement in a supportive and actionable way.

The practice of highlighting and rewarding desirable behaviors to encourage their repetition.

A system where the output of a process is used as an input to improve future performance and alignment.

The shared belief that a team is safe for interpersonal risk-taking, such as admitting mistakes or giving upward feedback.

A formal, periodic review of an employee's job performance and overall contribution to the company.

A framework for giving feedback: Situation (when it happened), Behavior (what was observed), and Impact (what the result was).

A communication technique that requires the listener to fully concentrate, understand, and respond to the person giving feedback.

A process where managers discuss their employee ratings with one another to ensure a fair and consistent standard across the organization.

The process of subordinates providing feedback to their managers regarding their leadership style and effectiveness.

Feedback that is specific enough for the recipient to know exactly what steps to take next to improve.

Unconscious prejudices (like recency bias or halo effect) that can unfairly skew a performance evaluation.

The belief that abilities can be developed through dedication and hard work; the essential foundation for receiving feedback well.

A modern approach where feedback is given in real-time or frequently throughout the year, rather than just during an annual review.

An aspect of a person’s behavior or character that is known to others but not to themselves.

A common (though often criticized) technique of "sandwiching" a piece of negative feedback between two pieces of positive feedback.

Feedback specifically designed to help an individual grow into a new role or acquire a new skill set.

A process where colleagues at the same level in the organization evaluate each other’s work and behaviors.

The process where an employee reflects on and documents their own performance and achievements before a formal review.

Feedback based on personal opinions, feelings, or tastes rather than measurable facts or data.

Feedback based on observable data, KPIs, and factual evidence rather than personal interpretation.

A psychological pattern where individuals doubt their skills and fear being exposed as a "fraud," often triggered by receiving feedback.

The distinction between what a person meant to do (intent) and how their actions actually affected others (impact).