Strategies for Delivering Negative Feedback in Leadership Management

This essay examines strategies for effectively delivering and receiving negative feedback in a professional setting. It outlines six key approaches: understanding the recipient, delivering feedback individually, being honest and transparent, identifying the source of the problem, accepting feedback, and paying attention to the receiver's response. The essay emphasizes the importance of building trust and fostering open communication to mitigate the potentially negative impact of feedback. It highlights the significance of empathy, directness, and a supportive approach to ensure that negative feedback is constructive and leads to improved performance. The essay also acknowledges the challenges of delivering negative feedback and suggests ways to make the process more comfortable for both the giver and receiver.

SURNAME 1
Name of the Student
Student’s Number
Name of the Institution
Name of the Professor
Date of Submission.
EDUCATION
Negative feedback is an occurrence that takes place when particular purpose of the onset
of a scheme is delivered in a way that decreases instability on how it is displayed. An example of
a negative feedback is when someone is starving; the breakdown reduces in order to preserve
energy hence allowing that person to live longer with lesser food, (Robinson pg. 100-158).
There are ways in which negative feedback can be used most effectively. They include
the following ways; one is there is need to understand the individual in receipt of the feedback.
When delivering a feedback, it is best to understand the person receiving it because people have
different reactions towards feedback. Some individuals may take the feedback personally while
others may understand. A strong relation between the employees and employers are very
important and leads to success in their work. When one is delivering a feedback, he or she should
ensure that the feedback is of help to the receivers and that they should not consider it personal,
(Robinson pg. 53-72).

SURNAME 2
The second way in which a feedback can be used effectively is through giving the
negative feedback individually. Negative feedbacks always make both person receiving the
feedback and the giver of the feedback uncomfortable. Therefore, it is best to face them directly
other than avoiding the situation. When it is done in this manner, it becomes easier because is
able to modify their tones and expressions when delivering the feedback. The delivery hence
should be conducted privately because the parties can naturally shy away. Any other way of
delivery other than this might cause a misunderstanding, (Anderson and Buchko pg. 692-705).
The third way is by being honest. When delivering negative feedbacks it is necessary to
be transparent and honest. One should be bold enough to face the negatives head-on. One should
open up during delivery and show the willingness to help the receiver overcome the situation,
(Lempert and Elizabeth pg. 261-274).
The forth way is by finding the source of the problem. The reason for the negative
feedback could as well have been caused by the deliverer. One should try to find out the source
and be at a position to help in overcoming it. Despite a negative feedback being personal, one
should try to offer support and show concern.
The fifth way is by accepting the feedback. When delivering a negative feedback one
should show that they believe in the negative feedback and they may help the receiver to
improve. After receiving the feedback, the honesty of the receiver may make the deliverer to
become better. The value of the feedback is shown when both parties accept it, (Delzendeh,
Mehdi, and Hossein pg. 1).
The sixth way is through pay attention. After delivering a negative feedback, one should
give the receiver a chance to speak and express themselves as he or she give a listening ear. It is

SURNAME 3
important to engage the receiver by giving him or an opportunity to be able to react towards the
feedback, (Coates pg. 101-118).
In conclusion, the responses after delivering a negative feedback to the receiver may be at
times traumatizing for both the receiver and the giver of the feedback. However, this situation
can be improved when the giver of the feedback follows the strategies that have been given
above. A sense of trust can be built between the two parties when the negative feedback is
delivered in a right way.

SURNAME 4
WORK CITED
Robinson, Richard. "After 40 Years, Retina Reveals It Uses Positive Feedback, as Well
as Negative." PLoS Biology 9.5 (2011): pg. 100-158.
Robinson, Richard. "Negative Feedback." Audio Power Amplifier Design (2013): 53-72.
Anderson, Emylee, Aaron A. Buchko, and Kathleen J. Buchko. "Giving negative
feedback to Millennials." Management Research Review 39.6 (2016): 692-705.
Lempert, Karolina M., and Elizabeth Tricomi. "The Value of Being Wrong: Intermittent
Feedback Delivery Alters the Striatal Response to Negative Feedback." Journal of Cognitive
Neuroscience 28.2 (2016): 261-274.
Delzendeh, Mehdi, and Hossein Kazemi Karegar. "Current Transformer Saturation
Compensator by Using Negative Voltage Feedback." IEEE Transactions on Power
Delivery (2019): 1-1.
Coates, Hamish. "Tools for effective student feedback." Student Feedback (2011): 101-
118.