Giving and getting feedback can be emotionally charged, which inhibits giving it and may reduce our ability to put feedback we receive into practice. By viewing feedback as learning and leading opportunities, we maximize career and team velocity.
There is a tremendous engagement and execution gap in companies today. Only 13% of employees are actively engaged in their work. Disengaged employees may actively undermine the value created and customers acquired by their more engaged peers – whom they far outnumber.