Master the Art of Inspirational Feedback
Much like advice, humans tend to set pre-qualifiers for the people we actually take feedback from. *Spoiler alert: Anyone intending to lecture, punish, or shame us tends not to make the list. We invest in input from people we trust to have our back and best interest at heart. Those people transform "feedback" into a game plan to achieve our next-level goals.
Creating a culture of inspiring feedback requires a transformative mindset. It warmly extends and welcomes constructive insights as a powerful tool for fostering growth, built on the foundation of:
Mutual trust,
Intention and;
Approach
Let's break that down.
Mutual Trust- is the prerequisite to feedback culture. Without trust, feedback flows into the black void, never to be seen or acted on. Trust creates an environment where we feel respected and lends itself to;
Openness: Trust encourages us to be transparent about the issues and barriers at play.
Collaboration: When feedback is embraced as a collective effort to support development and success, we are more inclined to engage in constructive dialogue, exchange perspectives, and solve challenges together.
Receptiveness: When we trust that feedback is well-intentioned, we will listen attentively and take action.
Risk-taking: Trust empowers us to step out of our comfort zones. When we trust that feedback will be given constructively and received respectfully, we are more willing to experiment, innovate, and explore new ideas without fearing failure or harsh criticism.
Relationship Building: Trust strengthens bonds, enhances communication, and promotes belonging.
Intent Behind Feedback
When positive intent becomes the norm, your feedback culture evolves into a nurturing ground for self-improvement while strengthening relationships. It transforms a potentially harmful or demoralizing experience into a valued, sought-after tool for growth and improvement. *See our blog post on Psychological Safety.
How to Approach Feedback to Inspire
Be self-aware:
Before giving feedback, know how you "come off" and plan to account for that in your delivery. We invite you to explore our self-awareness resources provided as part of our leading self solutions.
Be aware of your biases and "patterns" and their potential to derail your efforts (look up horn and halo bias for further reading).
Be mindful of nonverbal cues. Pay attention to your body language and tone of voice. Nonverbal cues can significantly impact how feedback is received and manifest differently from person to person.
Ask for Permission:
Respect the receiver's autonomy by asking for permission to provide feedback every time. Try asking, "Would it be okay if we discussed some feedback I have that could help you?"
Set the stage:
Create a distraction-free environment where all parties are comfortable. This looks different for everyone; it can be in person, on the phone, virtually, or in whatever setting is natural and authentic to all parties. Whichever environment you choose, what matters is that you ensure the receiver is positioned to receive your full, undivided attention, free from distractions and interruption—no exceptions.
Before delving in, be sure to state your intentions explicitly and sincerely.
Adapt your approach:
Feedback is highly personal. Preferences for receiving feedback vary, e.g., publicly, privately, directly, and empathetically. Invest the time to understand how the receiver prefers to receive feedback and adjust your approach accordingly. Remember that it's about them, not you.
Activate your empathy and consider the recipient's perspective. Put yourself in their shoes. This helps frame the feedback in a way that is more likely to be received as intended.
Be specific and clear:
Be honest and transparent to avoid misunderstandings while maintaining respect and empathy.
Provide concrete examples to illustrate your points. Vague feedback is confusing, frustrating, and fails to achieve the intended outcome.
Address specific actions or behaviors rather than making it about character.
Encourage Dialogue:
Encourage a two-way dialogue by inviting the receiver to share their perspective. Their feelings and experiences are real and matter. Actively listen to their responses without interruption to understand the complete picture.
Encourage self-reflection:
Ask questions, encouraging the recipient to reflect, fostering a sense of ownership and accountability.
Be solution-oriented:
Provide suggestions for improvement or alternative approaches. Focus on how one's innate strengths can be leveraged to mitigate opportunities and blind spots.
Express Appreciation:
End the conversation by expressing appreciation for their willingness to engage in the feedback process. Reinforce your belief in their abilities and commitment to support.
Ask for feedback in return:
We can all learn from one another irrespective of titles and reporting lines. Invite the receiver to share their thoughts to create a culture of reciprocal feedback and open communication.
Final thoughts:
As we absorb these fundamental principles, we foster environments where feedback becomes a source of growth rather than apprehension. This journey isn't just about progress; it's a fundamental shift towards mutual understanding, stronger bonds, and collective achievements that benefit everyone involved.