Leadership and feedback

While reading in Lenette Schuijts book Met ziel en zakelijkheid I read her definition of responsibility toward others.

Her thought centers on the idea of sympathy instead of pity. So would also like to see, that people take responsibility for their action and use those actions to recognize their fellow humans.

That idea created the insight, that gives the giving of feedback a new basis.
Feedback is often defined as:
Someone acts in a way I do not like or maybe I do like it.
I react to that by addressing the other, and describing what he did, without judging that behavior.
The next step is to tell, how that behavior influences me, for example does it influence me emotionally or physically.
After that I describe what the other can do to help me more constructively. To end with the possible consequences if the behavior does not change.

The thoughts of Lenette Schuijt however make feedback into an instrument of recognizing the other. By describing the others behavior I show that he and his behavior is important to me. As I describe my emotions, created through that behavior, I make it clear how important the other is to me. By addressing my whishes for my emotions and the possible consequences of not changed behavior I show that I want a our relationship to have a future.

So by giving feedback I not only make myself important, but I also make the relationship and the other important.