Abstract: This article examines why traditional feedback often fails to drive meaningful behavioral change in professional settings despite good intentions. Drawing from organizational psychology research and extensive consulting experience, the author argues that feedback alone is insufficient due to natural defensive reactions, contextual barriers, and the sustained effort required for behavior modification. The piece proposes a more effective approach that leverages feedback to cultivate intrinsic motivation through mastery-focused discussions, appealing to internal drivers, promoting growth mindsets, and providing structured support for application. By integrating psychological insights about human tendencies with practical strategies illustrated through case studies, the author demonstrates how feedback can be transformed from a superficial information exchange into a powerful catalyst for sustainable professional development and genuine behavioral change.

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