Here's how you can provide effective feedback to your colleagues in a creative team.

Empathy is extremely important to save yourself the trouble of potentially hurting someone’s feelings create a structure, which creativity will be pitched. A format for example Here’s the problem Here’s the solution Here’s the proof that the solution would be effective. That’s the simplest one, but you definitely should try to aim for more complex ones depending on what you’re using your creativity for. Now you’re no longer scrutinizing the creativity, but the understanding of the proof. You’re looking at the research not the idea.

Providing feedback to colleagues in a creative team works best when you focus on being clear, supportive, and constructive. Start by highlighting their strengths to encourage and motivate. For example, "The vibrant colors in your design really make it stand out." Then, offer specific and actionable advice for improvement, such as, "Consider using a different font for the headings to enhance readability." Finally, express confidence in their abilities and show your support: "I know you have a great eye for detail, and I'm excited to see how you can enhance this further." This approach helps maintain a positive atmosphere and fosters a collaborative spirit.

T?o importante quanto pensar bem nas críticas é saber reconhecer os pontos fortes do trabalho dos colegas. Destacar as partes do projeto em que o desempenho foi diferenciado, soft skills (que muitas vezes a própria pessoa n?o consegue ver), resultados obtidos... Isso valida esfor?o, fortalece um ambiente de colabora??o e garante uma importante constru??o coletiva a longo prazo. N?o se deve esquecer, ainda, o contexto e os desafios enfrentados. Isso permitirá que o feedback n?o seja "generalizado", mas sim específico e aderente ao momento.

Uma ferramenta muito útil que ajuda membros da equipe a dar feedbacks é o que chamamos de conversa de V. A. L. O. R. Verdadeira - que parte de algo que realmente aconteceu e nada de que se pense ter acontecido. Assertiva - diretamente ao ponto. Sem dar voltas Literal - exatamente como aconteceu. Descrevendo fatos. Oportuna - no momento ideal para quem vai dar e para quem vai receber, já que às vezes escolhemos momentos inoportunos, como no meio de uma reuni?o com mais pessoas. Relevante- devemos sempre nos perguntar “dar esse feedback vai ajudar a essa pessoa, à equipe, e a melhorar o ambiente e os resultados?” Saber a forma e o momento pode ajudar muito a ser eficiente no resultado de um feedback.

If you specify what sould be improved, corrections will be brought more rapidly and efficiently. It also shows that you pay attention to detail in your teammates projects, and that you really care.

Extrapolando o conceito, o tempo n?o se limita apenas ao momento em que algo é dito. Planejar o modo como foi construído e oferecer o conteúdo da maneira mais eficaz.

Clients choose to work with us, collaborate with us, journey with us because we bring something different to the table. Celebrating the small wins, looking for ways to always add value, thinking back to past successes we have achieved as a team, what that felt like for the client and what it did for us as trusted advisors. Taking risks and being bold is what clients look for, and the worst that can happen is that we get fired! Nobody has died, life is for living and as long as you stick together as a team, the team win or lose, as a team. Important that the team need to hear from the top that they/we, believe the team can do anything that they set their mind to. Occasional failure provides feedback in real time and creates learning for all.

Diversity of ideas and experiences truly brings the best thinking forward. As a leader it is important to read the room and know that there are people that are thinking something but just fearful of bringing it up. I recently attended a speaking workshop and the leaders reminded all of us that when we use the words "Yes, and.....that builds the dialogue and ideas to the top and it is more likely that that culture will lead to better and more creative ideas. Fear stifles creativity and there might be someone fearful of sharing their idea based on many factors, however if that is removed the sky is the limit. Innovation can come from anywhere and anyone, it just needs to be pulled out and a culture of being fearless together is transforming.

When there is room for dialogue and self expression, the scenario changes from a boss-follower to leader-follower relationship. Creating room for growth in creativity for both parties and fostering a sense of inclusiveness in the workplace. This will give the recipient courage to try out new techniques and ideas next time which always leads to better results in the long run.

Gosto muito do embasamento científico e do olhar que as neurociências nos oferecem sobre o tema. Sob esse prisma, uma comunica??o eficaz ativa regi?es cerebrais associadas à empatia e compreens?o, como o córtex pré-frontal, facilitando conex?es e colabora??o. A troca de ideias também estimula a plasticidade neural, promovendo novas sinapses e perspectivas inovadoras. Além disso, o diálogo reduz o estresse, liberando neurotransmissores como a oxitocina, que aumentam a confian?a e a motiva??o. Assim, um ambiente de comunica??o aberta e empática potencializa a capacidade cognitiva dos indivíduos, impulsionando o desempenho e a criatividade coletiva.

Follow up is essential when giving feedback, is the way the manager can build trust on their words. Feedback is about helping the other to improve in specific areas, which is a process that takes time. It’s important to set and follow up actions and evaluate if the feedback was received and applied , if not, then it wasn’t provided correctly.

Follow up from feedback to feedback, meaning once feedback provided and further evaluate the product whether it has incorporated the previous feedback, and provide new feedback for effective improvement. At the same time, ask them about whether the feedback is feasible when they’ve incorporated in the update, get feedbacks from them too, not only you’re the one providing, this is a way to ensure you’re in a team spirit.

There are 3 types of feedback: the good, the bad, and the ugly. Constructive feedback is good feedback; it is healthy and it is designed to point out your mistakes, but also show you where and how improvements can be made. It is easier to accept, even if it hurts a little because it helps us grow and improve. Self-criticism (pushed to the extreme can be viewed as bad feedback). It is that little voice inside your head that keeps repeating that you are not good enough, filling you with self-doubt and a toxic attitude. Destructive feedback is unhealthy and ugly, especially if it is done with malicious intent. It aims to show that the person has no worth or validity. It is meant to tear you down. Make sure to provide constructive feedback.

Creative people are a bit different and you have to be tactfully to handle it .May be you can ask them their view about your point view in a way as to what do they think if it is done from the your point of view and if your point of view is different and effective they will them self realise it . The most important thing the creative minds needs is space and freedom to work and to point in your thoughts you need to align with them if you want any to give a effective feedback which you want them to consider. At the end it is communication and it is very important to understand the thought process and mindset and that I think it also comes from 3Es , exposure , education and experience.

I think this process can be summarized to the following steps: * Focus on specifics: Avoid vague statements. Point out specific elements and explain why they could be improved. * Be objective: Separate your personal preferences from the feedback. Focus on how the creative aligns with the project goals and target audience. * Offer praise: Acknowledge the aspects of the work you find successful. This helps maintain a positive and collaborative atmosphere.

Para dise?ar futuros compartidos en un equipo de trabajo y facilitar un entornos de aprendizaje en el cual puedan desarrollarse las potencialidades individuales y colectivas, no basta solo con dar y recibir FEEDBACK para explorar qué conductas del pasado seguir repitiendo y cuáles es necesario mejorar, sino que también es importante acompa?arlo con FEEDFORWARD para compartir ideas de futuro y acompa?ar más efectivamente a las personas y equipos de trabajo en sus procesos de desarrollo.

La creatividad y un buen ambiente de equipo florecen cuando se permite a las personas exponer sus ideas, implementarlas e incluso cometer errores. Con el feedback adecuado, esos errores pueden transformarse en grandes logros futuros. Es fundamental generar confianza dentro del equipo y fomentar la responsabilidad individual para que cada miembro pueda innovar y, al mismo tiempo, cumplir con sus metas diarias. Este equilibrio entre la libertad creativa y el cumplimiento de las obligaciones es clave para un entorno de trabajo dinámico y productivo.