Feedback is the breakfast of champions.
—Ken Blanchard
Why Give Feedback? The intent is to help others grow and thrive, help them understand perceptions about what they do well and what can be improved upon, and it’s a great opportunity to address any actions or behaviors that should be stopped.
All feedback should be delivered respectfully and with specific examples that support your message.
A recommended process is:
ASK – stimulate reflection about what is being discussed
LISTEN – self perceptions can differ greatly from “outside” perceptions
THINK – are there opposing views? What about ideas for improvement?
THANK – it’s most effective when both the feedback giver and receiver welcome feedback
RESPOND – an agreement to “think about it” is a good start
INVOLVE – what support is needed for improvement? A mentor? Up-skilling? Coaching?
CHANGE – is there a consensus of what to address and improve upon? (or keep strong?)
FOLLOW-UP – schedule “check-ins” or better yet immediately share when you see progress
Positive feedback in most cases is easier to deliver than difficult feedback. For the “tough” feedback, try and remove emotions and remain fact based:
- What situation are you addressing?
- Is there a specific behavior? Describe it.
- Share what you saw, heard, and felt.
- Describe the impact of the behavior.
You as a leader have a great opportunity to make a difference and strengthen individuals and teams. You can enhance skills, build relationships, increase collaboration, and inspire commitment and change.
Are you making a difference between “awesome” and “less awesome”?
Once people take ownership over the decision to receive feedback, they’re less defensive about it.
–Adam Grant