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  • Digg it UP - Giving Feedback without Creating Conflict: A Mediator's Guide

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    posture before he'd even spoken and realized I needed to change this dynamic. When he was done
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    I once worked for someone who would periodically stroll into my office and say, “Can I give you some feedback?” Obviously, I wasn’t likely to say no to my boss, so I’d nod and swallow, knowing what was coming. It was always--and I mean always--a criticism about a project, one of my staff, or of me. After several such instances, I noticed myself beginning to take a defensive posture before he'd even spoken and realized I needed to change this dynamic. When he was done
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    some feedback?” Obviously, I wasn’t likely to say no to my boss, so I’d nod and swallow, knowing what was coming. It was always--and I mean always--a criticism about a project, one of my staff, or of me. After several such instances, I noticed myself beginning to take a defensive posture before he'd even spoken and realized I needed to change this dynamic. When he was done
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    ing what was coming. It was always--and I mean always--a criticism about a project, one of my staff, or of me. After several such instances, I noticed myself beginning to take a defensive posture before he'd even spoken and realized I needed to change this dynamic. When he was done
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    staff, or of me. After several such instances, I noticed myself beginning to take a defensive posture before he'd even spoken and realized I needed to change this dynamic. When he was done
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    posture before he'd even spoken and realized I needed to change this dynamic. When he was done with his “feedback” one day, I seized the opportunity to ask him, “Now may I give you some feedback?” A bit surprised, he said yes. “Feedback,” I said, “is not the same as criticism.”

    Feedback Is Not the Same as Criticism

    I recall a poster I once saw that distinguished feedback from criticism in a very visual way. One drawing showed a hand with scissors, wi

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