Discover how the impact of feedback on performance shapes motivation, mindset, and long-term success in work, school, and personal growth. From early childhood, the kind of feedback we receive from parents, teachers, and peers begins to shape our beliefs about what we’re capable of—and even how we perceive our own identity.
To truly understand the impact of feedback on performance, take a moment to think about what you do well. What have others praised you for? Is it something you naturally excel at, or is it a skill you’ve developed through effort and persistence? Equally important, consider what you struggle with. Are there areas you believe you’re not good at, either because you’ve been told so or because you faced early setbacks and stopped trying? Often, our early experiences and the feedback we receive—positive or negative—shape whether we keep developing a skill or let it fade away.
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Where external feedback comes from?
The sources of our feedback are crucial. Parents, friends, teachers, and even casual acquaintances play a role in shaping how we see ourselves. Even brief comments from acquaintances, social media, or people we barely know can stick with us. Over time, all these voices combine to form a chorus of feedback that influences our self-image. When you constantly hear messages like “You’re so smart,” “You’re a natural leader,” or “Math just isn’t your thing,” these labels can become part of your identity.
It’s important to reflect on whether your strengths come from something you were born with, or if they’re the result of hard work, practice, and persistence. Sometimes we succeed because something comes easily, but often, real growth and improvement happen because we kept trying—no matter what others said. Recognizing the source and nature of your feedback helps you understand which beliefs serve you and which ones you may need to let go of. The more aware you are of these influences, the more power you have to choose which feedback shapes your performance and self-confidence.
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Growth mindset: The power of effort-based feedback
Effort-based feedback emphasizes how someone approached a task rather than who they are. It acknowledges actions, strategies, persistence, and adaptability. When someone is praised for effort, they learn that success is not a fixed trait, but something that grows with time, practice, and resilience. This approach fosters what psychologist Carol Dweck termed a “growth mindset”—the belief that intelligence, talent, and abilities can be cultivated through effort and learning.
While it may seem harmless—even encouraging to call a child “gifted” or “a natural,” research shows that identity-based praise can undermine motivation and performance. When individuals begin to associate success with a fixed trait (like being smart), they may avoid challenges that could expose them to failure. Their self-worth becomes tied to the label, and they begin to fear that making mistakes could mean they’re “not really that smart” after all.
This phenomenon was precisely what Carol Dweck and Claudia Mueller explored in their landmark 1998 study at Columbia University. The researchers worked with over 100 fifth-grade students and divided them into three groups:
- One group received intelligence-based feedback (“You must be smart at this”).
- Another received effort-based feedback (“You must have worked really hard”).
- The control group received no specific feedback.
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The impact of feedback on performance shown in experiment
After the initial task, all children were given the choice between solving an easier or more difficult problem.
The results were striking:
Children praised for intelligence were more likely to choose the easier task. They wanted to protect their identity as “smart” and avoid the risk of failure.
Children praised for effort were more likely to choose the harder task. They saw it as a chance to learn and grow.
On subsequent tasks, effort-praised children performed better, demonstrated greater persistence, and showed a more positive attitude toward challenges.
This experiment has since been replicated and validated across cultures, ages, and environments, confirming a critical insight: the way we give feedback shapes people’s beliefs about themselves—and those beliefs drive behavior.
The impact of feedback on performance is long-lasting. Both identity-based and effort-based feedback become part of our core beliefs about what’s possible for us. But here’s the good news: you can change these beliefs by changing the feedback you give yourself. Shift the focus from fixed traits to the effort, strategies, and persistence you use every day.
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Transforming your performance through feedback
The impact of feedback on performance is profound. By becoming aware of the feedback you receive and give, you can break free from old patterns and adopt a growth mindset. Praise yourself for your effort, your persistence, and your willingness to keep learning. Surround yourself with people who support your growth, and remember: how you talk to yourself shapes what you become capable of achieving.
Key Takeaways:
- Feedback affects core beliefs: What we hear growing up becomes part of how we define ourselves.
- Effort-based feedback fuels growth: It motivates persistence, learning, and risk-taking.
- Identity-based praise can backfire: It may lead to fear of failure and avoidance of challenges.
- We can change our internal feedback: By praising effort, strategy, and improvement, we empower ourselves and others to grow.
