What’s your reaction to the word Feedback?

When working with clients, regardless of their years of experience or level of leadership in their organization, it always strikes me when we start to talk about “feedback”. It’s common for people to interpret feedback as a way to focus on areas of weakness or needs for improvement, often considered critique. And, yes, feedback often is an opportunity to point out opportunities for growth or change, whereas it can also be a form of recognition.

Regardless of whether it’s positive or constructive feedback, many people are uncomfortable engaging in feedback conversations. As such, feedback is often mishandled or overlooked.

What holds you back from providing effective feedback to others?

When I think back to those who have had the greatest impact on me throughout my career, I am beyond grateful to those who took the time to offer effective feedback. Whether they were sharing gratitude for something I took for granted or providing me with the gift of helping me to learn, grow or uncover a blind spot, those were meaningful and impactful moments. Similarly, I struggled working for leaders who said only things such as, “great job”, or “you’re doing great” as that didn’t help me understand either what I was doing well or where I needed to focus to become better. Even though they were providing positive feedback, it was not specific so it became meaningless.

Shift your Mindset – Feedback is a Gift!

Keep in mind – people who want to learn, grow and develop, want feedback!

When organizations embrace a culture of feedback, in all directions, positive results happen. Examples include:

• Individual growth
• Enhancing trust
• Fostering engagement
• Building a culture of innovation and continuous improvement
• And more…

How to provide Effective Feedback?

As mentioned above in my example, it’s important to provide both positive and constructive feedback. Feedback also needs tobe specific. And it is most impactful when it is:

• Timely (If you wait too long to provide feedback it will not have the same meaning or impact as if it’s delivered soon after the behavior is observed)
• Actionable (To help the person understand what they might try differently)
• Collaborative (Encourage dialogue, curiosity, reflection…)
• Respectful (If you want someone to hear and take your feedback seriously, you need to deliver it in a respectful manner)

When I worked for leaders (and there were many) who gave me the “good job” or you’re doing great, I felt frustrated. I craved to learn what I could do more of or differently as I am and was always looking to learn and grow. I spoke with a leader recently who felt it was too much to provide their direct report with specific feedback around a conversation they had recently engaged in. When I helped them to see that the direct report likely had no knowledge about how they were being heard or perceived and the feedback could help them uncover a blind spot and learn for the next time, it changed the leader’s perspective. The leader recognized that providing feedback would be helpful – it would be a gift!

What would help you to change your perspective next time you are struggling to provide feedback?

Does your organization have a culture of feedback? What about your team? Are you struggling with delivering effective feedback? If you want to learn more to help improve your organization’s culture, your team’s culture, or your own capabilities around feedback, let’s connect.

“Withholding feedback is choosing comfort over growth.” – Adam Grant