Unleashing the power of effective feedback can transform any professional or personal relationship. Discover the seven essential qualities that make feedback not just constructive, but truly transformative, fostering growth, understanding, and mutual respect.
Effective and actionable feedback is hard to come by
As a leader, it is your responsibility to help those you’re working with grow and thrive
- Delivered in the right way, feedback is a window to the future
- We all want more feedback because we want to be the best we can be at the things we do and crave instruction on how to get there
Effective Feedback Can be Positive
Positive feedback stimulates the reward centers in the brain, leaving the recipient open to taking new direction.
- However, we need to remember to be specific about what we are praising someone for. Without being explicit about what they did right, you’re leaving them free to interpret what they think they are being praised for.
How and Why Feedback Goes Wrong
The number one reason feedback goes wrong goes deeper than just what’s being said. Negative or critical feedback threatens not only our self-esteem but also our basic need for safety and security by making us feel as though our livelihood is at risk.
- You need to remember the vulnerable position you’re putting the receiver of your feedback in and have a clear purpose set in place.
Effective Feedback is About the Process, Not the Person
Never criticize the person, always criticize the actions.
- Focus solely on the action that happened and the future action you would like to see happen. Focus on actions that someone has the power to change, which is both empowering and respectful.
Effective Feedback is Specific, Timely, Meaningful, and Candid
Feedback needs to be specific, timely, meaningful, and intentional
- Specific: Specific feedback should have a clear business focus
- Timely: Feedback should be offered as close as possible to the action in question
- Meaningful: Add content and precision to the management message
- Candid: Be honest and transparent
Effective Feedback Isn’t Afraid to be Negative
Stalling or not giving negative feedback ruins the trust you’ve built with teammates
- If you don’t know the words to use, start by planning and practicing your first sentence
- Focus solely on the action that happened and what you want to see change in the future
- Give feedback as an ongoing process, not a big deal
Effective Feedback Doesn’t Assume It’s Right
Difficult feedback is about conflicting views, feelings, and values. Reasonable people differ about all these things.
- To get someone to truly change their behaviors, they need to respect what you are saying and trust that you have their best interests at heart. This all starts with a willingness to hear them out.
Effective Feedback is Goal-Oriented
Effective feedback requires that a person has a goal, takes action to achieve the goal, and receives goal-related information about his or her actions.
- Information becomes feedback if, and only if, the information tells me whether I am on track or not.
Effective Feedback Focuses on the Future
You can’t change any event that has already happened
- Focus solely on the future and how you can help someone change course to get closer to their end goal
- Use the Manager Tool’s Feedback Model
- Ask to give feedback
- Tell them “You did X.”
- If you are giving positive feedback, say “Good job”.
- Negative feedback, tell them how they should adjust their actions in the future
