Feedback is essential for any team to grow and improve, but it can also be challenging to deliver and receive it effectively. How do you give feedback that works for everyone on your team, especially if you are a servant leader who wants to empower and support them? Here are some tips to help you master the art of feedback in the context of servant leadership.
Before you give feedback, ask yourself why you are doing it and what you hope to achieve. Is it to correct a mistake, to recognize a success, to motivate a change, or to develop a skill? Your purpose will guide your tone, timing, and content of your feedback, and help you avoid being vague, irrelevant, or harsh. It will also help you align your feedback with the goals and values of your team and organization, and show that you care about their growth and performance.
Feedback can be given in different ways, such as face-to-face, online, written, verbal, formal, or informal. Depending on your purpose, your relationship with the recipient, and the situation, you may want to choose the most appropriate method that suits your message and audience. For example, if you want to praise someone for a job well done, you may want to do it publicly and verbally, but if you want to address a sensitive issue, you may want to do it privately and in writing. As a servant leader, you should also seek feedback from your team regularly, and use different methods to solicit their opinions and suggestions.
Instead of giving Feedback, turn it around and give "Feedforward". Ask yourself: what kind of behaviour would you like to see in the future? What is important for you when thinking of future collaboration with your co-workers? How would you see collaboration thrive if you could wish for anything? With focusing on "Feedforward" you can let the past go and instead focus on the future. This will help you and your co-workers to shape your work relationships in order to create a thriving work environment together.
Feedback should be clear, concise, and focused on observable behaviors and outcomes, not on personal traits or assumptions. Avoid generalizations, judgments, or comparisons that may sound vague, unfair, or demotivating. Instead, use specific examples, facts, and data to support your feedback, and explain how they relate to the expectations and standards of the team and organization. Feedback should also be constructive, meaning that it should provide guidance, suggestions, or resources on how to improve or maintain the performance or behavior in question. Avoid criticism, blame, or threats that may damage the trust and morale of your team.
The Situational Command of a Marine Officer Applied to Moving Business Toward Prosperity
As close to the moment that warrants feedback, call it out. Saying "good job" doesn't count 6 months later. Plus, when you recognize the effort right away, all parties will see the encouragement and work harder for the "good job"!
Soft word makes the biggest impact . When you show that you care , you can share and they will respond . In a positive and exuberant environment learning , collaborating and growing comes easy.
Feedback should be delivered with respect and empathy, not with anger or frustration. Respect means that you acknowledge the recipient's feelings, perspectives, and contributions, and that you avoid interrupting, lecturing, or patronizing them. Empathy means that you try to understand the recipient's situation, challenges, and motivations, and that you express your support, appreciation, and encouragement. As a servant leader, you should also be open to feedback yourself, and show that you are willing to listen, learn, and improve.
Feedback is not a one-time event, but an ongoing process that requires follow up and follow through. Follow up means that you check in with the recipient after giving feedback, and see how they are doing, what they have learned, and what they need from you. Follow through means that you act on the feedback that you receive, and that you show that you are accountable, consistent, and committed to your team's success. By following up and following through, you can build a culture of feedback that fosters trust, collaboration, and growth.