Think your feedback is helping? You might wanna think again! In this post I'm exposing the top 4 myths about feedback that might be doing more harm than good. These feedback myths often prevent us from giving feedback in a way that is trauma-aware and consent-based. I'll also share alternatives for these myths so that you can start embracing more humane, anti-oppressive feedback approaches.

Giving and receiving feedback is a vital skill for nonprofit leaders, but it can be hella hard to navigate tricky conversations with compassion and clarity. Learn how to approach difficult conversations with empathy, give feedback to your team members or boss, and foster better team communication in your organization. This blog post is packed with practical tips and insights for nonprofit management, professional development, and creating a positive workplace culture.

Did you know there's a right and wrong time to give feedback? Learn the psychology behind timing your feedback requests for maximum honesty and minimum awkwardness. I share the best times for giving feedback, focus on the importance of context and the relationship between the giver and receiver. You'll learn concrete scenarios for when to give immediate feedback versus delaying it.

If the question "Can I give you some feedback" immediately makes you break out in sweats, it might be because you've been on the receiving end of feedback fuckery. Unfortunately sometimes the feedback we are given as marginalized and racialized folks gets served up with a side of oppression and trauma. We can avoid doing this to others by identifying the most common mistakes folks make around offering constructive feedback.

Do you notice that feedback isn't regularly given or asked for at your organization? Or when feedback is given, it's not very useful or borderline harmful even? Discover the importance of co-creating a culture of feedback in nonprofit organizations through the use of open communication, trauma-informed feedback, and actionable strategies to create a welcoming environment where folks can thrive. You will also learn what's possible when we speak up in the workplace to combat toxic environments and how we can all do our part to foster a supportive work culture through accountability and proactive leadership.

Not getting the kind of feedback you need to grow as a leader and strengthen your change-making work? In this post, you will learn effective strategies for requesting and receiving feedback in nonprofit organizations, by zooming in on the the importance of personal feedback preferences, timing, self-awareness, and clear communication. I also address the culture of "politeness" and "niceness" that's getting in the way of you getting the feedback you deserve. Get ready to stop feeling like you’re in the dark when it comes to what you’re doing well and what could be improved.

In this podcast episode, I re-tell the traumatic werk story of being cornered by my supervisors under the guise of "feedback". I share all the messed up details involved in the interaction, how I responded to it in the moment and how I created an epic escape plan to get out of that job. Tune in to learn how to actually give feedback that is consent-based, trauma-ware and generative. I call this type of feedback, Feel Good Feedback.

Feedback is hella important for us to grow personally and professionally but we might have some difficulty processing the feedback we receiver. This can become even more difficult for LGBTQ+ and BIPOC nonprofit leaders because sometimes the "feedback" that we're given is meant to tear us down, not build us up. In this post, I'm sharing ways that you can process feedback while maintaining your self-esteem and focusing on growing as a leader.

Feel Good Feedback is an approach to giving and receiving feedback that prioritizes the receiver's experience, uses values to inform communication and encourages consent and trauma awareness so that feedback is more likely to be implemented.

BIPOC and Queer nonprofit leaders sometimes internalize systemic oppression which leads to feelings of self-doubt and hinders their confidence. Petra Vega highlights the importance of unlearning harmful beliefs and practices in order to build a more authentic and self-trusting leadership.