Feedback Anxiety? Here's What's Really Going On | BBB 94

Описание: In this episode of Behind Beliefs, Behaviors and the Brain, I talk about how to give and receive feedback in a way that builds trust instead of fear. Feedback often triggers anxiety, especially when phrases like “we need to talk” leave people bracing for the worst. I explain how the brain responds to feedback and share simple ways to reduce stress, ask better questions, and balance correction with acknowledgment so feedback feels supportive rather than threatening. Tune in to learn how to turn feedback into a tool for growth and real progress.

Key Takeaways:
Why Feedback Makes Us Anxious - For many people, both giving and receiving feedback feels stressful because of how we’ve learned to hear it. Phrases like “we need to talk” often cause an immediate reaction in the body before anything is even explained. That response comes from past experiences and can make feedback feel scary before the conversation even starts.

How to Calm Your Nerves Before Feedback - When someone says, “We need to talk,” it’s easy to feel nervous because the brain doesn’t like the unknown. It often fills in the blanks with worst-case ideas about what went wrong. One helpful step is to ask for a little more clarity about what the conversation is about. Even a small preview helps the mind settle, prepares the nervous system, and makes it easier to face a difficult conversation without unnecessary fear.

Why Positive Feedback Matters as Much as Correction - Giving feedback isn’t only about pointing out what needs to change. Noticing what people are doing well and saying it out loud builds trust, safety, and confidence. When positive feedback is shared regularly, corrective feedback feels less threatening and less heavy. This balance helps reduce fear, makes people more open to growth, and creates an environment where feedback supports improvement instead of shutting people down.

The Feedback Sandwich That Actually Works - Effective feedback doesn’t start with what’s wrong. It starts with what’s going well. This approach opens with acknowledgment, invites the other person to name where they want to grow, adds clear guidance, and closes with encouragement. By balancing support with correction, feedback becomes easier to hear, builds trust, and helps people stay motivated to improve instead of shutting down.

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Hosted by: Dr. Maiysha Clairborne
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