Why feedback is so threatening for the brain, from a neuroscience perspective.
http://www.workplacecoaching.com/pdf/CoachingTheBrainIJCO.pdf . And download "brain based coaching and leadership" podcast from iTunes. Absolutely relevant for this forum!
As far as I see, this line of research leads to an even more careful and cautious application of the feedback model, with full awareness of the risk to induce counterproductive stress.
The research doesn´t invalidate the feedback model, but it may explain on a neuroscience basis under which conditions it will work and not work. It might also lead to minor modifications, for example to put more emphasis on having staff give feedback to themselves rather than receiving feedback.
Anyway. the famous "can I give you some feedback" intro gets a severe beating in the episode "coaching with the brain in mind" - it´s amusing to listen to ;-)
Neuroscience on feedback and coaching
The tone of the article seemed only concerned with adjusting behavior. It also seemed more like coaching, which is different than feedback.
Yes, if you only give negative feedback, then your directs will recoil in fear whenever you ask "Can I give you some feedback?" This is why you should load them up with affirming feedback first; the permission question no longer has any sting. My feedback is probably 10-to-1 affirming-to-adjusting.
Feedback isn't a big deal when done this way.
I was in a class this week, and another guy and I were talking about feedback. I told him I give my staff feedback daily, and he looked at me like I had two heads. He told me he doesn't see the point in that - you only need feedback if you're doing something wrong, because otherwise you can assume you're doing everything right.
(Sadly, I told him about this web site, and he looked at me like I was trying to sell him ocean-front property in Kansas.)
BJ