Bradley HamnerFounder, BlueprintOS · Founder - Above the Business & BlueprintOS

Mastering Giving Effective Feedback with Jevon Wooden #businessleadership #emotionalintelligence

Name: Mastering Giving Effective Feedback with Jevon Wooden #businessleadership #emotionalintelligence
Uploaded: 2024-10-26T23:15:00+00:00
Duration: 57 s
Channel: Bradley Hamner
Description: In this segment, Jevon Wooden explains how to give negative feedback effectively by applying the principle of extreme ownership, a concept popularized by…

26 Oct 2024 · 1 min

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In this segment, Jevon Wooden explains how to give negative feedback effectively by applying the principle of extreme ownership, a concept popularized by Jocko Willink. He emphasizes that leaders should take responsibility for the feedback process and frame their comments in a supportive, non‑defensive manner. Wooden suggests starting with observable performance issues, then asking how the leader can help, and finally pausing to give the employee space to respond. The core message is that thoughtful phrasing and active listening turn potentially defensive feedback into a collaborative problem‑solving conversation.

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So feedback is one of those things that, um, it's really how you say it. We hear it all the time. So if I'm giving someone negative feedback, for instance, and telling them that they're not, in essence, not doing their job very well, then you have to take— there's a principle called extreme ownership, right? And as a leader, we have to take extreme ownership. My guy Jocko Willink, I always talk about it, that's my guy. Um, he pretty much says, what can we do as a leader? What's our part to play? So if I give negative feedback to one of my employees, I'm going to give it to them. I'm gonna say, hey, you know, I noticed that your job performance has been going down lately. And I wanted to know, what's— is there something— is there some way I can support you? Is there something going on that we need to know? And they're going to tell you. Really, the part of effective feedback is saying it in a way that you're not making people defensive, but you're still getting your point across. And then you're pausing to make space for them to actually respond to that feedback. And that is the key.