Feedback is often called a gift, and indeed it's a powerful tool for improving our behaviors. This article won't cover how to provide feedback or various feedback methods, as these topics have been extensively covered elsewhere. Instead, I want to explore a key question: are we truly providing feedback when we claim to be?
Definition of feedback
Let's take the definition from wikipedia:
Feedback occurs when outputs of a system are routed back as inputs as part of a chain of cause and effect that forms a circuit or loop. The system can then be said to feed back into itself.
This type of feedback requires an event to occur before it can become an input for future iterations. In human interactions, we typically think of Corrective feedback:
A practice that typically involves a learner receiving either formal or informal feedback on their understanding or performance on various tasks by an agent such as teacher, employer or peer(s). To successfully deliver corrective feedback, it needs to be non-evaluative, supportive, timely, and specific
While this sounds great, it’s not always a silver bullet.
The weak point of feedback
While this definition seems straightforward, complexity arises when two or more parties engage in conversation. A feedback system emerges, creating a snowball effect through the conversation's cause-and-effect nature:
Simple causal reasoning about a feedback system is difficult because the first system influences the second and second system influences the first, leading to a circular argument. This makes reasoning based upon cause and effect tricky, and it is necessary to analyze the system as a whole. As provided by Webster, feedback in business is the transmission of evaluative or corrective information about an action, event, or process to the original or controlling source.
— Karl Johan Åström and Richard M.Murray, Feedback Systems: An Introduction for Scientists and Engineers
We can represent this with the next graphic:
This dynamic often leads to a situation where the feedback provider includes their personal views on the receiver's output, introducing bias or prejudice into the system. As a result, what should be feedback becomes merely an opinion or judgment.
The difference between Feedback, Judgment & Opinion
While we've defined feedback, there are related concepts that often get confused with it:
Opinion: An opinion reflects a perspective or feeling about something, often based on personal beliefs, experiences, or interpretations. Unlike feedback or judgment, opinions are subjective and can vary depending on the individual's circumstances or emotions. Opinions are less formal and more likely to be influenced by personal viewpoints rather than objective analysis.
Judgment: Judgment involves evaluating situations, analyzing information, and making decisions based on reasoning or experience. It is often based on facts, logic, and critical thinking, but it's also influenced by personal biases, emotions, or values. Judgment is more structured and reasoned compared to an opinion.
As humans, we find it challenging to provide pure feedback, since we're not machines. Our own biases and prejudices influence our input. When communicating, we tend to over-explain and insert our views about what the next iteration should be.
Ensure feedback remains untainted by the observer's perspective
Like many complex problems, the solution lies in simplification. Here, we can remove layers of bias and prejudice by leveraging the recipient's capacity for self-reflection.
Why this approach avoids bias:
Neutral perspective: Reflection allows you to observe the situation and the person's reaction without pre-judging or assigning blame.
Person focus: You prioritize their feelings, intentions, and growth over your own insecurities.
Fairness: The feedback is shaped by understanding rather than simply critiquing.
This approach creates a safer environment for growth while ensuring that feedback remains genuine and less influenced by personal biases. This reflective practice also encourages the person receiving 'feedback' to take ownership of their learning.
Final Thoughts
Feedback is often celebrated as a powerful tool for growth, but its true effectiveness depends on how it’s delivered. While some may claim to provide feedback, the focus on feelings, fairness, and authenticity can make all the difference in fostering genuine improvement. By prioritizing understanding over critique, we create safer spaces for learning and ensure that feedback remains meaningful and impactful. Ultimately, the best feedback empowers individuals to take ownership of their development while encouraging continuous progress.
With this said, I am not good at feedback. I also try not to claim that I provide feedback to others. The fact of pushing thoughts to others is itself a selfish thing. If you really care, ask the person to reflect on the situation and explore their own self-awareness.
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