Feedback comes in many different forms and can make a significant difference in one’s work life. Yet, when working with leaders, many share that they are not comfortable providing feedback. What often comes out of these conversations is that to them, “feedback” means calling out what someone is not doing well and often stirs up “difficult conversations.”

What is Feedback?

Feedback is not just calling out what someone is not doing well. Feedback is a way to help people see what they may not otherwise be able to see themselves. It is a way to help uncover blind spots and increase one’s self-awareness. It’s a mechanism to provide helpful information that can be used as a guide, motivation, acknowledgement, affirmation, and much more.

What does Feedback Mean to You?

If you’re familiar with Brené Brown and her book Dare to Lead, you may resonate with her acknowledgment that many people were raised with two types of feedback – what she refers to as shame and blame. To start, those forms of feedback are rarely, if ever, helpful. And feedback is so much more than the negative.

There is positive feedback where one takes the time to acknowledge how someone made a positive impact, or calling out what someone is doing well. It often focuses on someone’s strengths and/or positive behaviors.

If you can reframe your thinking to recognize that constructive feedback, which some may consider negative feedback, when communicated effectively, provides an opportunity for the recipient of the feedback to learn, grow and develop. Holding onto this reframe may help one to be able to let go of the belief that this is “negative” which can ease one’s ability to provide constructive feedback.

The Importance of Creating a Culture Of Feedback

Creating a culture of feedback allows for and encourages feedback, of all types, in various directions. It could be feedback to a direct report, to a peer, or even upwards, to a supervisor. And, leaders who want to help create a culture of feedback on their team or in their organization can model the value of feedback by requesting feedback from others. It helps not only by encouraging continuous learning and development, but helps to improve connection, trust and engagement, leading to healthier, high-performing teams.

Feedback from a Client

I received a thank you this week from a previous client who I haven’t worked with for several months. Our coaching engagement began when she was feeling a lack of confidence in her work – this is what she shared with me this week:

“I’ve been thinking of you these past few weeks as I have been rolling out our new brand across the organization.  Your affirmation of me “being a brand expert” has been playing over and over in my head and been the grounding for all of my presentations of the new brand, which have gone marvelously.  I knocked it out of the park when I presented the new brand to the full staff and got some amazing compliments not just about the actual work but also my presentation style.  It honestly couldn’t have gone any better.  I just had to share this win and thank you for your help in guiding me there.”

In this example, my client received “affirmation” from me – a form of feedback that helped her to not only see herself through a new lens but use it as a form of motivation to be her best!

What Changes Might Help You, Your Team, or Your Organization?

What is the culture of feedback on your team or in your organization? What type of feedback culture would you like to create? In order to change your culture, or culture of feedback, it requires clarity, intention, and focus. I work with leaders, teams and organizations helping to create healthy cultures, including feedback, empowerment, psychological safety, and much more! Looking to learn more?  Let’s connect.  

“Critique, feedback, reaction to one’s work or the way they have presented it, regardless of intention, is a gift.”- Mark Brand