> If you want to change people, then give them positive reinforcement. If you try to "change" others by negative feedback, they will likely do less of everything and try not to be caught doing anything because it might be the "wrong thing".
Which is why Manager Tools emphasizes that this form of feedback should be used first exclusive with /positive/ feedback for quite some time (months) before using the format for negative feedback. And that, once started, positive feedback should outweigh negative feedback 3-1.
I see this as a proxy for building trust with someone. Positive feedback tells me that I am appreciated by this person, and that they care enough to let me know. If I trust that someone cares about my needs, then I am less likely to hear "negative" feedback as blame, or doing the wrong thing.
Which is why Manager Tools emphasizes that this form of feedback should be used first exclusive with /positive/ feedback for quite some time (months) before using the format for negative feedback. And that, once started, positive feedback should outweigh negative feedback 3-1.