What do you do if your feedback isn't motivating or inspiring others?

You are responsible TO them and not FOR team. - You are not responsible FOR other people's experience of you. - They see you from the lens of who they are. - But, you are responsible TO them for how you lead. Yes, this may sound counter-intuitive but it is a fact. Hollow words, if not supported by CONGRUENT actions have no power. Feedback can be a BLUNT KNIFE that may not cut through the noise if your team isn't alignment with your managerial or leadership style. Example: You expect your team to be at work before 09:30am and fail to demonstrate time discipline yourself, then expecting a lecture to work in the feedback meeting is futile. Define a Code of Honour, live it each day, Set standards for yourself, Show them how it is done.

Sometimes it's the message. Sometimes it's the messenger. Sometimes it's the recipient. How can you tell? -Record what you want to say to a person before you say it. Listen to it. Check your tone, your message and your delivery style. Revise it until you fully approve it. -Play it or say it to a friend who is willing to give you feedback. They will tell you what you need to know about your part. Next... -Consider the values and priorities of the person you're speaking to. Perhaps they are not aligned with your goals/priorities. That may explain why feedback is not meeting your expectations. - Notice if it's a trend for you with others or if the response is a trend for the recipient.

Zooming in on the particular area for development as this is important ?? This is effective in insuring that clear instructions and advice is given so that the response can be fully executed...communicate this in a manner where there are no questions that are left to be asked

I'm currently in a group with seasoned professionals and new business owners. The new owners don't have the experience or knowledge in many areas and they are not performing well. Experience matters. It's the same with management and team members. We've got to look at where they are on the path. Only you can determine if they will do better with direct communication or if showing a person through action and more training is a better path. We can't know what we don't know. Sharing feedback is a blessing- if they're interested in self imporvement and keeping their job

The goal of a feedback is to create receptive mindset, so gaining attention without triggering the defensiveness is the key. This is similar to the "seeing the white board before the black dot." Start with what you found good and then talk about improvements, that way you will lead with empathy and support growth and development. Positive framing is also known to work better because it helps trigger dopamine release, creating a sense of reward or satisfaction. The individual receiving this kind of feedback is likely to exhibit higher motivation to emulate positive behavior.

Discussing the situation with them is crucial. We can only see through our own eyes and experiences. Asking a person what they understood an assignment to be, and asking if there was anything that got in the way and if it was clear or confusing. Always asking what they would prefer next time let's me know where they or I derailed.

Seek feedback directly. An example can look like: 1. On a scale of 1-10, how would you rate my feedback? 2. What would take it to a 10? Acknowledging the recipient's perspectives can help facilitate greater buy-in.