Americans understand feedback as primarily serving development—the growth, learning, and improvement of those who receive it. Feedback is not merely evaluation but investment in the recipient’s future. This developmental framing shapes how feedback is delivered: it should enable improvement, provide actionable guidance, and be delivered in ways that recipients can hear and use. Organizations frame performance reviews as development conversations; teachers frame critique as learning support; coaches frame correction as skill building.
When providing feedback to Americans, position it as contribution to their growth rather than mere judgment of their current state. This framing makes feedback easier to receive because it feels like help rather than attack. Feedback that only evaluates without enabling improvement will often feel incomplete or unhelpful.
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