What if the feedback systems you rely on to help your people grow are actually making their performance worse?
Research shows that over a third of feedback interventions lead to worse performance. In this episode of the Systemic Talent Management Podcast, Professor David Clutterbuck and Riddhika Khoosal sit down with Peter Berridge (CEO of Shift Positive, Executive Coach, and Author) to unpack why traditional feedback models fail and how to fix them.
Peter argues that standard feedback isn't broken by intent, but by design: it isolates individuals, focuses heavily on shortcomings, and hides behind anonymity. Through his Shift Positive® method, Peter introduces a relational framework built on strengths, growth, and allyship, shifting feedback from a one-way evaluation into a collaborative, solution-focused driver of change.
Together, they explore how to build a feedback-seeking culture, transform evaluators into developmental allies, and redesign HR systems around a simple truth: we don't change alone, we change in relationship with others.
About Our Guest
Peter Berridge is CEO of Shift Positive, an Executive Coach and Author. He is the co-creator of the Shift Positive® Method and co-author of Feedback Reimagined, which explores how positive psychology and social support can transform the way organisations approach feedback. Peter holds a Master of Applied Positive Psychology from the University of Pennsylvania and has more than 25 years of experience across executive coaching, facilitation and human resources.
Episode Soundbite
“Feedback is perspective, it's not truth. And feedback is relative and relational to the person providing it.” - Peter Berridge
Timestamps
- 00:00 - Episode preview: Why traditional feedback can make performance worse
- 01:09 - Peter's journey: HR, coaching and positive psychology
- 02:43 - The research behind feedback failure
- 05:08 - Why feedback systems are designed around the illusion of the individual
- 07:18 - Why traditional feedback systems fail
- 10:30 - Introducing Shift Positive: Strengths, Growth and Allyship
- 12:50 - Moving beyond weaknesses: From problem-focused to solution-focused feedback
- 15:15 - Turning stakeholders into allies
- 16:27 - The mindset shifts needed for meaningful feedback
- 18:02 - Feedback is perspective, not truth
- 20:24 - Why confidentiality may be a symptom of a broken system
- 21:45 - What HR leaders can learn from the Shift Positive approach
- 24:09 - Share your goals, ask for help, and follow through
- 26:30 - Embedding solution-focused development into everyday conversations
- 28:21 - Applying Shift Positive to teams and collective development
- 30:46 - Turning feedback into shared responsibility
- 33:43 - Who gives HR the feedback it needs?
- 36:07 - Where to learn more about Shift Positive
Follow and Listen
Peter Berridge: Shift Positive 360
Professor David Clutterbuck: LinkedIn Profile
Riddhika Khoosal: LinkedIn Profile
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