If it’s helpful, it could be harmful. This is true when it comes to giving and receiving feedback.

As we go about our work, it’s important that we cultivate our critical capacities to give and to receive feedback, after all giving and receiving helpful feedback are foundational for effective cultures of collaboration. We tend to give our best and to listen to feedback best when we feel respected and appreciated, and not merely, but genuinely believe that we, both giver and receiver, are valued; enough to try, and to try again and again. While difficult decisions may need to be made on hires and fires, for example, instilling hope in others can never be optional.

Richard Sheridan in his book, Joy Inc., writes about how Menlo Innovations, his company, promotes a culture of joy by intentionally creating avenues for feedback whereby his employees are encouraged to innovate, make mistakes, and try again without being penalized for their efforts if and when they fail. Failure to meet predetermined targets are viewed as opportunities for collective discernment and mutual feedback and learning. It is encouraged. This is contrary to cultures where you can and will either directly or indirectly be penalized for speaking the truth. Speaking the truth in love is of immense value. And while this may be strengthened via support systems of budget, proper resource allocation, timely discussions, promotions, and personal encouragement, love that instills hope in others should never be compromised.

Consider, 

What conversations need to be had in order to cultivate a culture of giving and receiving formal and informal feedback?