Here's how you can make sure your team welcomes your feedback.

Foster trust through authentic engagement by actively listening to your team members' perspectives and demonstrating genuine interest in their professional development. This approach builds rapport and encourages open communication, laying the groundwork for constructive feedback exchanges based on mutual respect and understanding.

To ensure your team is receptive to feedback, build a foundation of trust using the "Trust-Building Actions Technique." Demonstrate your commitment to their success by being transparent, consistent, and fair in all interactions. Regularly acknowledge their efforts and contributions to show respect. Schedule routine one-on-one meetings to discuss goals and challenges, fostering open communication. When your team believes in your genuine interest in their growth, they'll view feedback as constructive and aimed at their development rather than criticism. Trust is built through consistent, positive actions over time.

I absolutely agree building trust is critical and to do so we must be willing to be vulnerable as leaders. Vulnerability can feel uncomfortable and even unsafe because of our past experiences. If we’ve developed past patterns to hide parts of ourselves in order to protect ourselves from shame and blame, showing up in an authentic vulnerable way that builds trust is going to be hard. We have to do our inner work to show up well for our teams.

I have found that when you are truly interested in supporting the development of the team it's easy to sound authentic, share the right feedback, and be trustworthy. You must try to share any unfavourable feedback one on one. The other thing to remember while sharing feedback is to separate the doer from the activity on which feedback is shared. You should to help the team member notice for himself if there's any pattern or repeatability in his unfavourable behaviour that might lead to getting him judged unfavourably.

Imagine your team as a vibrant ecosystem, where each member plays a vital role in its growth and success. Embrace Appreciative Inquiry, a method that focuses on strengths and positive experiences. Start by engaging your team in conversations about their proudest achievements and moments of success. Encourage them to reflect on what went well and why, fostering a sense of pride and accomplishment. Then, collectively explore opportunities for growth and improvement, building on the foundation of positivity and empowerment. By embracing Appreciative Inquiry, you'll create a feedback culture rooted in celebration and continuous improvement, where every team member feels valued and inspired to reach their full potential.

Sooner the better. Attempt should be to let the team receive the feedback at a gap of least interval possible. You can think of having a periodic slot with your team to meet for sharing feedback to standardize the practice.

Timing and the receiver's receptive state matter. Feedback conversations trigger a social threat response. Research has found that the receivers’ heart rate jumps enough to indicate moderate or extreme duress in unprompted feedback situations. Having explicit permission to give feedback shows that you respect and value the person to whom you're giving it. It also usually makes feedback feel less like judgment and more like help, allowing the person to be more receptive to what you have to say.

Assess the individual's current workload and emotional state before delivering feedback to ensure they are in a receptive mindset. Avoid times of heightened stress or fatigue, such as during tight deadlines or after particularly challenging tasks, and instead aim for moments of relative calm and focus to maximize the impact of your feedback.

Implement the "Optimal Feedback Timing Technique" to enhance how your feedback is received. Offer feedback promptly after an event to ensure details are fresh. However, consider the recipient's state of mind—avoid giving feedback during stressful periods or at the end of a long day. Aim for moments when the team member is calm and open to discussion, ensuring they have the mental capacity to engage constructively. This thoughtful timing can significantly improve the effectiveness and receptiveness of your feedback.

I agree, but it’s more important how safe the situation feels for the person. How can you prepare and help them prepare for a difficult feedback conversation such that it doesn’t shut them down and cause them to reject the feedback? Pay particular attention to your coherence and that of the other person. If they aren’t coherent they aren’t going to internalize the feedback in a helpful way.

Supplement your feedback with specific, contextually relevant examples that illustrate the desired behaviors or outcomes. By grounding your feedback in concrete situations or experiences, you provide clarity and relevance, enabling your team members to better understand the intended message and apply it to similar scenarios in the future.

Implement the "Actionable Feedback Technique" to ensure your feedback is specific and effective. Avoid vague comments that can lead to confusion or defensiveness. Provide clear examples of behaviors or outcomes you want to see changed or continued. This helps your team understand exactly what they did well or where they need improvement, making it easier for them to apply your feedback in future situations. For instance, instead of saying "Good job," say, "Your detailed project report was excellent and helped us identify key areas for improvement."

Specificity in feedback is akin to precision in data analytics. Just as vague data can lead to misinterpretation, vague feedback can lead to confusion and defensiveness. By providing clear, actionable feedback with examples, you're essentially giving your team a roadmap to success, much like a well-executed data strategy.

Be particularly specific about the impact or purpose of your feedback. What do you want them to know or understand, why is that important, and what should they do as a result? Feedback is only useful when it applies to right now or the future and relates to a relationship, accountability, expectations, or area for development.

Sharpen Feedback Precision with the Situation-Behavior-Impact (SBI) Model: Start by describing the Situation, providing context for your observations. Then, pinpoint specific Behaviors you observed, detailing actions or patterns that require attention. Finally, articulate the Impact of these behaviors, explaining how they contribute to team success or pose challenges. By following the SBI model, you'll wield feedback with precision, empowering your team to make targeted improvements and drive positive change.

Implement the "Balanced Feedback Technique" to ensure motivation while delivering feedback. Complement corrective feedback with positive reinforcement by acknowledging achievements and the effort put into work. This approach fosters a supportive environment where team members feel valued for their successes, not just critiqued for their shortcomings. For example, when giving feedback, say, "I appreciate the creativity you showed in this project; however, let's work on improving the deadlines." This technique demonstrates appreciation and provides clear guidance for improvement.

Though it is a common methodology, "The Sandwich" is a great way to give feedback. A well-formed feedback sandwich would look like: Positive. Corrective. Positive. Here's two more: Start-Stop-Continue: Team members share specific behaviors to start doing, stop doing, and continue doing. This creates a focused, actionable list that helps the team adjust their strategies effectively. This can also be done via online tools such as FigJam. 360-Degree Feedback: Anonymous feedback is gathered from all levels: supervisors, peers, and direct reports. It provides a holistic view of impact and identifies areas of improvement not visible from a single perspective. If you have others, please leave them in the comments to help others. ????

Feedback is the lifeblood of growth and development within any team. But ensuring that your team not only receives feedback but also welcomes it with open arms requires more than just constructive criticism—it demands a foundation of positive reinforcement. Here's how you can foster a culture of feedback: * Recognize Efforts and Achievements * Highlight Strengths * Offer Specific Praise * Create Opportunities for Growth * Celebrate Progress * Lead by Example * Encourage a Feedback Loop By infusing your feedback process with positive reinforcement, you create a culture where team members feel supported, valued, and motivated to continuously strive for excellence. Let's build a feedback-friendly environment where growth knows no bounds!

Treat your feedback conversation as a two-way conversation, that is part of a series of ongoing conversations rather than a one and done exchange. By actively listening and encouraging the receiver to share their thoughts, you gain a richer understanding that informs your feedback. The receiver, in turn, feels heard and valued, which fosters their active participation in the feedback process. Fostering two-way dialogue enables you to transform feedback from a one-time event into a valuable tool for continuous improvement and development for you and your team.

Feedback is a "gift" that can be exchanged - given and taken - when people trust each other and are committed to elevate their professional development. One of the most precious gifts leaders can give to their team members is their insights on how they perform. The feedback is given for the purpose of fostering their team members' growth, setting the foundation for meaningful relationships and a committment to collective improvement. To effectively use feedback in organizations, leaders are called to be proactive non only in offering constructive insights but also in seeking feedback for their own leadership. This two-way dialogue demonstrates humility and a genuine interest in collective development. It's a win win approach.

Feedback isn't just about offering guidance—it's a dialogue that flows in both directions, enriching teams and propelling growth. Here's how to ensure your team not only welcomes your feedback but actively engages in a two-way exchange: * Create an Open Environment * Listen Actively * Seek Input Regularly * Acknowledge and Appreciate * Encourage Constructive Critique * Lead by Example * Follow Up and Follow Through By embracing two-way dialogue, we unlock the full potential of our teams, harnessing collective wisdom to drive innovation and excellence. Let's cultivate an environment where feedback isn't just welcomed—it's celebrated as a catalyst for growth!

While encouraging team members to voice their thoughts and concerns is vital, we need actionable steps to ensure meaningful exchange. Let's establish regular feedback sessions or utilize digital platforms for real-time feedback collection. By embracing Continuous Feedback Loops, we create a dynamic environment where feedback is not just given but actively sought and utilized. This concept promotes ongoing growth and development, fostering a culture of continuous improvement and collaboration within the team.

Two-way dialogue may be the most important part of this and most easily overlooked. Why? It can feel hard to welcome feedback as a leader because that means you may face potential "rejection" because you're opening up your ideas to "criticism." I put those 2 words in quotes because those feelings only arise if someone is attached to their work, or putting expectations on it. As a leader, showing up from a place of non-attachment is the most liberating way to lead. You will be more open, inviting, and accepting, which in return creates an environment of feedback and dialogue. People will feel safe around you to open up. Now, the office is alive, bursting with connection and collaboration!

From my experience as a team leader, it is very helpful to have a FEEDBACK ROUTINE implemented. + "Be consistent." This can be a bi-monthly 1:1, a feedback conversation on a quarterly basis or a lunch twice a year, where you can follow up on the progress & give support if needed. Whatever works best for you as a leader & your team. + "Planning is everything." It′s important that the leader & the employee both know the feedback sessions beforehand, so planning is key! No "hey do you have a minute" sessions, but planned in your calenders in December for the upcoming year. + "Clear agenda setting." As a leader you set the agenda & communicate it beforehand. Make sure to make enough time for the session, so you don′t have to rush.

Creating a team norm, such as having permission to give each other feedback and always asking for permission before giving feedback, helps build a strong culture of feedback where feedback is encouraged and integrated into daily work.

Never criticize the person or their level of knowledge when you are providing feedback on their work. Appreciate the good along with pointing out how the weaker parts can be improved. Lastly, never should the team or any of its members feel threatened.

A "no news is good news" approach as a leader is an outdated and ineffective leadership flex. Did legendary basketball coach Phil Jackson leave Michael Jordan alone because he was a top performer? Everyone needs guidance and feedback on their performance. If you are a leader who is fortunate to have a varied spectrum of talent and experience on your team, be sure to not neglect your top performers. When providing feedback to them, it's important to acknowledge their achievements and contributions. Be specific about what they did well and how it positively impacted the team/organization. Additionally, involve them in setting goals for their continued success and provide opportunities for them to take on new challenges and responsibilities.

Avoid using the feedback sandwich, which is when you start with positive feedback, then move to negative feedback, and end with positive feedback. The problem with this method is that it is easily manipulated by the subjectivity of the hearer. For instance, if someone thinks they are doing a great job, they'll focus on the positive feedback and if someone thinks you just don't like them they'll focus on the negative feedback and won't hear the positive. A better alternative is to separate positive and negative feedback. Give positive feedback immediately and openly. Give negative feedback privately and face-to-face to allow for a conversation. People don't learn from feedback, they learn from the conversation that the feedback produces.