We often ask people “do you often know what someone else could do to improve their performance”, the answer is yes. However, when we go on and ask “are you easily able to give people that feedback?” The answer changes.
So, whilst most people can observe others and know what they need to do to do better, sharing the information is a different story. We think this has to do with discomfort with conflict or not wanting to upset another person. However, if you are in a management, leadership, or training type of role, this might be an imperative part of your job. Imagine for a moment that no one ever gave you feedback. Would you have learned as much as you now know?
Feedback is a critical part of learning and growth. With NLP you will learn how different people will respond to feedback so you can deliver feedback confidently in the manner they need to hear it.
To do this, you’ll be learning more about how to identify the unconscious filters of a person. For example, some people are more prone to filtering with emotions and others will filter with the thought first. A person who filters through emotions may need a softer approach to feedback, while the person who filters through thought may just need direct feedback without the fluff.
Because everyone is different, sometimes giving feedback is challenging, but with NLP it never needs to be difficult.