Feedback in the workplace is fundamentally flawed. The majority of the time it focuses only on shortcomings and can be riddled with assumptions, hidden biases, and unacknowledged ignorance. These flaws, however, can be corrected if managers are willing to rethink and reframe how feedback is delivered. What’s usually missing is positive intent. In his last lecture, Randy Pausch spoke of the importance of honest feedback. “When you’re screwing up and nobody is saying anything to
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