2 How we respond to negative feedback


2 How we respond to negative feedback

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:

The power of believing that you can improve

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.


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