The Most Valuable Business Resource In The World?… FEEDBACK

Frequent honest and straightforward feedback exponentially magnifies the speed and effectiveness of your team.”

Psychological Safety

“Psychological safety is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes.”

— Amy Admonson

“If we aren’t hearing from people, we may be missing out on a game-changing idea that could become a part of a new product or a new service. Or we might miss an early warning of a threat in the market that someone saw but felt unable to bring the bad news to their boss.”

— Michael Boykin

The Growth Mindset

  • Seeing obstacles as annoying problems, to → seeing obstacles as valuable challenges.
  • Perceiving failures as disasters revealing incompetence, to → Perceiving failures as opportunities to grow.
  • Being concerned to be judged and proving themselves to others, to → Being concerned with improving themselves.

How To Ask For Feedback

  • What are 1–3 things I could improve on?
  • What are 1–3 things you think I’m doing particularly well?
  • How did you think I did on project X this week?
  • What could I have done to have more impact?
  • We discussed that I should work on my presentation skills, how do you think I’m doing?
  • Who at this company do you think I could learn a lot from?

How to give Feedback

“The source of everything respectable in man, either as an intellectual or as a moral being, is that his errors are corrigible. The whole strength and value of human judgment depends on the one property that it can be set right when it is wrong.”

“Radical candor is humble, it’s helpful, it’s immediate. It’s in-person/in private if it’s criticism, and in public if it’s praise–and it doesn’t personalize.”

— Kim Scott

  • Is it coming from the right place? — with the intent to help the recipient grow.
  • Is it specific enough? — so the recipient knows what to do differently (or what to keep doing).
  1. Ask for permission: Brain scans show that unsolicited feedback creates the same reaction as physical pain. First, ask. It will soften the blow.
  2. Explain exactly what you observed: Offer a concrete observation to ground the feedback. Use objective language and be specific.
  3. Check for understanding of the other. Pause and ask if he/she agrees with what you observed. Be open to alternative views, as there may be relevant facts you’re unaware of.
  4. Articulate its effect on you: Bring yourself and your feelings into the conversation. This allows the receiver of the feedback to better understand why they should change or at least consider the input.
  5. Name what to keep and what to change: Have a concrete action in mind so the feedback receiver has a clear path to improvement.

How To Create A Feedback Culture

“We excel only when people who know us and care about us tell us what they experience and what they feel, and in particular when they see something within us that really works.”

— Marcus Buckingham

Special Thanks To:

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