Performance ratings often carry hidden emotional weight. “Brilliant” can feel like being fully loved, “Good work” like partly loved, and “Work to do” like being at risk of abandonment. When feedback feels like judgment, fear takes over—and fear rarely fuels excellence.
The solution? Rewrite the inner dialogue from fear language to value language.
Instead of:
“I must improve technically so I don’t get downgraded.”
Try:
“I want to deepen my technical mastery because excellence and curiosity matter to me.”
Growth is most sustainable when it’s anchored in values, not fear. Let’s create cultures where feedback inspires curiosity, mastery, and purpose—not anxiety.
