Have you ever wondered why some feedback leads to growth while other feedback falls flat? It turns out, the way feedback is given and received plays a crucial role in whether it becomes a powerful learning opportunity. In this post, we explore the art of giving and receiving feedback, including key considerations for making it impactful and actionable.
You can watch or listen to the episode here or read the summary below.
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Introduction
Did you know that only one in four employees feel that feedback helps them perform better? This startling statistic means that three-quarters of employees feel that the feedback they receive doesn't improve their job performance. And that’s the entire purpose of feedback, isn’t it? Transforming feedback into powerful learning opportunities is essential for personal and professional growth.
The Power of Personalised Feedback
Most people want to be accepted and loved for who they are, but they also want to grow. After 20 years of working with teams and leaders, we’ve found that feedback, given at the right time, in the right way, and received well, is the most effective way to develop and grow. Both the delivery and reception of feedback depend on the individual’s personality and self-awareness.
For example, people with extroversion might prefer a conversation around their feedback, while those with introversion might prefer written feedback to reflect on beforehand. When giving feedback, consider the receiver’s personality—thinkers may appreciate objectivity and directness, while those who feel might value a softer delivery linked to their personal values.
Giving and Receiving Feedback Effectively
Training over the past decades has focused heavily on how to give feedback, but it’s equally important to consider how to receive it. The effectiveness of feedback doesn’t hinge on whether it’s positive or negative, but on its focus and specificity. Feedback should target the task, not the person. Specific, actionable feedback, delivered regularly, leads to better performance and engagement.
Meta-analysis shows that quality feedback, if given constructively and frequently, significantly improves performance. Constructive feedback should be task-focused, specific, and measurable—could you see it happening if you had a camera? This specific kind of feedback helps create a powerful learning opportunity rather than just being a statement.
Transforming Feedback into Learning Opportunities
Feedback can be tough to receive, often triggering fight or flight responses in our brains. This reaction can halt the desire to improve. It’s important to differentiate between ineffectual negative feedback and corrective feedback. Asking for one specific thing to improve can make the feedback process less overwhelming and more actionable.
Five Key Considerations for Effective Feedback
- Trust: Trust builds when someone has your best interests at heart. Feeling safe enough to open up and receive feedback is crucial. Trust is built over time and through demonstrated reliability and competence.
- Habit: Make inviting feedback a habit. For example, rate team meetings and ask how they could be improved. Feedback solicited is often more constructive than unsolicited feedback.
- Forward Focused: Feedback should be forward-looking and solution-oriented rather than only highlighting past mistakes.
- Feedback Framework: Use a consistent model like SBIN—Situation, Behaviour, Impact, Next Steps—to structure feedback. This framework helps in clearly describing the situation, the behaviour observed, its impact, and what steps to take next.
- Practice: Giving and receiving feedback are skills that improve with practice. Start in non-threatening situations to build comfort and fluency.
Practical Tips for Practicing Feedback
For those new to feedback, start with a small, non-threatening situation to practice. For instance, if you get a terrible coffee, give feedback on that. It’s a low-stakes way to flex your feedback muscles.
During feedback conversations, slow down and listen for understanding. Reflect on how you can use the feedback and brainstorm actionable steps. Express appreciation for the feedback, as it requires effort to provide. Follow up with the person who gave the feedback to show how you’ve applied it. Stay curious and avoid making assumptions about the person’s intentions.
Conclusion: Embracing Feedback for Growth
Learning to give and receive feedback effectively is an empowering and crucial skill. Remember, we have seen time and time again that people who receive feedback and act on it are the ones who continuously improve and grow.
We encourage you to share your thoughts, ideas, and experiences on giving and receiving feedback. We’d love to hear from you and continue this important conversation.