Chapter 3: Skills
Four Steps to Good Feedback
Start with a short but important question; allow for them to buy-in to feedback.
Use a specific data point; avoid blur words.
Give an impact statement; explain how the data point impacted you.
End with a reflection question to create commitment rather than compliance.
Giving and receiving feedback are essential skills for several interconnected reasons, both for individual growth and the overall health and productivity of a team or organization:
For Individual Growth:
Increased Self-Awareness: Feedback acts like a mirror, showing us how our actions, behaviors, and communication are perceived by others. This helps us identify blind spots – areas where our self-perception differs from reality.
Improved Performance: Constructive feedback highlights areas for improvement and provides guidance on how to enhance skills and knowledge. Positive feedback reinforces effective behaviors and motivates us to continue on the right track.
Personal Development: By understanding our strengths and weaknesses through feedback, we can focus our development efforts more effectively, leading to continuous learning and growth.
Enhanced Communication Skills: The process of both giving and receiving feedback sharpens our communication skills. We learn to articulate observations clearly and respectfully, and to listen actively and interpret feedback thoughtfully.
Boosted Confidence: When we receive positive feedback and see the positive impact of implementing constructive feedback, our confidence and self-esteem can increase. It validates our efforts and encourages us to take on new challenges.
Understanding Expectations: Feedback clarifies expectations from managers, colleagues, or clients, ensuring we are aligned with goals and standards.
For Team and Organizational Success:
Improved Communication and Collaboration: An open feedback culture fosters trust and encourages open communication between team members. This leads to better collaboration, as individuals feel comfortable sharing ideas and addressing issues constructively.
Increased Employee Engagement: When employees feel heard and that their contributions are valued (through positive feedback) and that their development is supported (through constructive feedback), they are more likely to be engaged and committed to their work.
Early Identification and Resolution of Issues: Regular feedback can help identify small problems before they escalate into larger conflicts or performance issues. Addressing concerns early saves time, resources, and potential frustration.
Stronger Relationships and Trust: Giving and receiving feedback respectfully builds stronger working relationships based on trust and mutual understanding. It shows that you value the other person's growth and perspective.
Enhanced Performance and Productivity: When individuals and teams receive timely and relevant feedback, they can adjust their approaches, improve efficiency, and ultimately contribute to higher overall performance and productivity.
A Culture of Continuous Improvement: Feedback is a cornerstone of a learning organization. It promotes a culture where growth and development are valued, and individuals are encouraged to seek and utilize feedback to constantly improve.
Better Decision-Making: Diverse perspectives gained through feedback can lead to more well-rounded and informed decision-making processes.
In essence, giving and receiving feedback is a continuous loop that fuels individual and collective growth, strengthens relationships, and drives success in the office and beyond. It's about creating a culture where open communication and a commitment to development are the norm.
Practice Point
How would you provide feedback in the following situation?
Scenario: "The Presentation Prep"
Context: Two new office hires, Alex and Jamie, are working on preparing for a short, informal presentation to their team about their initial learnings and observations after their first week. They've been asked to work together on a brief outline of key takeaways.
The Task:
Jamie has created a first draft of the presentation outline.
Alex's task is to review Jamie's draft and provide constructive feedback.
Then, Jamie will receive Alex's feedback and have the opportunity to ask clarifying questions.
Finally, roles will reverse: Alex will share a brief summary of their own key learnings (could be verbal or a few bullet points), and Jamie will provide feedback.
Instructions for Alex (Giving Feedback):
Review Jamie's outline with the goal of helping them make it clear, concise, and engaging for the team.
Focus on specific points. Instead of saying "It's not very clear," try "I found the section on project X a little unclear. Perhaps you could elaborate on the main challenges you observed?"
Balance positive and constructive feedback. Start with something Jamie did well. For example, "I thought the initial point about team collaboration was well-articulated."
Frame your feedback as suggestions rather than criticisms. Use phrases like, "Have you considered...?", "Maybe it would be helpful to...?", or "What if you tried...?"
Be mindful of your tone. Be approachable and supportive.
Instructions for Jamie (Receiving Feedback):
Listen attentively to Alex's feedback without interrupting.
Ask clarifying questions if you don't understand a point. For example, "Could you tell me more about what specifically felt unclear in the project X section?" or "What kind of examples do you think would be helpful there?"
Avoid being defensive. Remember the feedback is intended to help.
Acknowledge the feedback you receive. You can say things like, "That's a good point, I hadn't thought of that," or "Thank you for the suggestion."
Indicate how you plan to use the feedback. "I can definitely work on clarifying the project X section based on your input."
Instructions for Jamie (Giving Feedback - Second Round):
Listen carefully to Alex's summary of their key learnings.
Offer specific feedback on what was clear, insightful, or well-communicated.
Suggest any areas where further clarification or detail might be helpful for the team.
Instructions for Alex (Receiving Feedback - Second Round):
Listen openly to Jamie's feedback.
Ask clarifying questions if needed.
Acknowledge the feedback and consider how you might incorporate it.