Vanessa Van Edwards explains why real-time feedback takes courage. Most feedback comes after the fact, but sometimes you have to correct someone in the moment. It signals you care enough to risk awkwardness.
One of the hardest things I think of being a manager is giving constructive feedback.
Feedback should generally be given not in situation. People can't hear feedback in the middle while you're filming and be like, hey, next time, no, no, no, no, just wait till the end. But this is one of those circumstances where you have to do it in the middle.
That's a micro social skill. That ability, you shouldn't take it for granted because your ability to say, I care about this person so much that I'm actually going to give them this feedback in the middle of this pitch, that takes a tremendous amount of courage and it also takes a tremendous amount of social grace.
Because somebody did it for me, I can't pay her back, but I can pay it forwards.
Yeah, we shouldn't ignore these microsocial skills because those are incredibly empowering for you and for them, right? Like, you know, that was the right thing. You can think back and think, I'm so glad I did that, even though it was awkward. I still did it.
