I heard someone mention it’s better to ask for advice than feedback.
People want to provide advice.
They struggle to provide feedback.
The simple statement made me curious and sent me down a quick research path.
I feel like I’ve emerged on the other side with new insight.
New perspectives that I wish I had years ago.
The Research
A quick search provided a HBR article written in 2019 that I highly recommend reading. Most of the other articles referred to this study. Here is the summary of the findings:
“As it turns out, feedback is often associated with evaluation…
In contrast, when asked to provide advice, people focus less on evaluation and more on possible future actions. Whereas the past is unchangeable, the future is full of possibilities. So, if you ask someone for advice, they will be more likely to think forward to future opportunities to improve rather than backwards to the things you have done, which you can no longer change.”
– Harvard Business Review
Even the dictionary would suggest advice is more productive and future forward.
Feedback has synonyms with reaction, critique, and assessment.
In contrast, advice is synonymous with guidance, help, and suggestions.
My Perspective
This article and definitions flipped the switch for me.
Feedback focuses on the past while advice focuses on the future.
What if managers were taught that the role of performance reviews was to provide advice?
What if we more frequently ask others for advice on things?
We may want feedback (how are we doing).
The advice can do both…provide the feedback through suggestions on what we might change.
My mindset is now shifted to asking for advice and input, not feedback.
Feedback is critical and historical.
Advice is supportive and future-forward.
Your Turn
What do you think of the difference between feedback and advice?
How do you think it might shift how you approach performance conversations in the future?
Is there insight that might be valuable for your entire organization?