2 How we respond to negative feedback
Every issue or tension represents an opportunity for improvement. But we are more likely to see these things as negative – and to be avoided. We take criticism negative feedback personally – regardless of what it is about.
Carol Dweck contrasts people who have a growth mindset to those with a fixed mindset in her book “Mindset” – I recommend that you read this one so check it out at: Mindset on line.
But in the meantime, watch her Ted Talk:
If culture is the net of how everyone thinks and behaves in their teams and organisations, then it make sense that teams and organisations can have either a growth mindset where opportunities to improve are actively sought out, or a fixed mindset where anything NQR is viewed as failure and something to be avoided or hidden.
How do you respond to feedback?
What type of mindset do you have ?
What is predominant mindset in your team or organisation?
How is this reflected in practice – what do people do when there is a mistake or issue?
What impact does this mindset have on patient safety and outcomes, and other measures of performance?
What can you do to foster a ‘Growth Mindset’ in the people around you? Share this in the comments below.