Feedback is a lever for high productivity

 

      In today's dynamic and competitive world, the pursuit of high productivity is a constant for both leaders and workers. One of the most powerful and often underestimated tools in this process is feedback. Recent studies from renowned universities such as Harvard and Oxford have shown that effective feedback not only improves individual performance but also strengthens team cohesion and motivation. When well applied, feedback acts as a lever that propels productivity to new heights.

The concept of feedback is not new, but its practical application has evolved significantly. The MAT (Mindset, Action, and Theater) methodology, developed by Antônio Carlos dos Santos, emphasizes the importance of an open and receptive mindset towards feedback. This approach suggests that by viewing feedback as an opportunity for growth, individuals can transform criticism into concrete actions for improvement. For example, a team leader who adopts this mindset can use feedback to adjust their management strategies, resulting in a more harmonious and productive work environment.

Additionally, the ThM (Theater Movement) methodology, also created by Santos, proposes that feedback should be seen as a theatrical performance, where communication is clear, expressive, and engaging. This approach encourages leaders to be more empathetic and to use communication techniques that resonate with their teams. A study from Stanford University showed that leaders who incorporate storytelling elements into their feedback can engage their teams more effectively, promoting a more collaborative work environment.

To illustrate the effectiveness of feedback, we can look at the story of Steve Jobs, co-founder of Apple. Jobs was known for his direct and often challenging feedback. However, he also knew how to recognize his team's potential and encourage them to achieve excellence. This balance between constructive criticism and recognition was crucial for Apple's continuous innovation. Jobs' story teaches us that feedback is not just about pointing out mistakes but also about inspiring and motivating.

The science behind effective feedback is supported by research in neuroscience and psychology. Studies from the University of Cambridge indicate that positive feedback activates areas of the brain associated with reward and motivation, while negative feedback, when well-structured, can stimulate the prefrontal cortex, responsible for planning and problem-solving. This means that feedback, when balanced, can literally rewire the brain to improve performance.

However, for feedback to be truly effective, it must be specific, timely, and relevant. A study from the University of Chicago revealed that vague or generic feedback tends to be ignored or misinterpreted. On the other hand, feedback that is clear and directly related to the work performed has a much greater impact on performance improvement. For example, instead of saying "good job," a leader might say "your presentation was clear and engaging, especially the part where you explained the sales data."

Another crucial aspect of feedback is its frequency. Research from the University of Michigan suggests that regular feedback, rather than annual or semi-annual, is more effective for continuous development. This is because frequent feedback allows for quick adjustments and keeps employees aligned with the organization's goals. Imagine a football coach who only gives feedback at the end of the season; players would miss countless opportunities to improve along the way.

For workers, receiving feedback can be a challenging experience, but also an opportunity for growth. The key is to adopt a mindset of continuous learning, where feedback is seen as a tool for personal and professional development.

Finally, it is important to remember that feedback is a two-way street. Leaders should also be open to receiving feedback from their teams. This not only demonstrates humility but also creates an environment of trust and mutual respect. When employees feel that their opinions are valued, they become more engaged and committed to the organization's success.

In conclusion, feedback is a powerful tool that, when used effectively, can transform productivity and the work environment. By adopting methodologies like MAT and ThM, leaders and workers can create a feedback culture that promotes growth, innovation, and success. Therefore, let's embrace feedback as the lever that propels us to reach our full potential.

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