What are effective ways to incorporate feedback into your mentoring and coaching program for innovation?

Don't make people surprised by a feedback that they wasn't expecting by lack of information. Be a mentor/ coach/ leader to show how the business or industries works, as different layers inside it related to technical and soft skills, for your mentee be aware about main skills that are being consider relevant at different areas by different stakeholders. I can check that most people want to deliver at any cost, forgetting that he how is very impactful, as we are people working with people. Goals and criteria definition are keys to guide behaviours and activities for your mentees, providing the North to be act and improve the ways to achieve it.. Being specific and having a open communication make the feedback useful and actionable.

When i give feedback, i always think about its use case for me. Whether its positive or negative. If i find it positive i appreciate it and if not then give the concise wording to improve upon it.

I wholeheartedly endorse the importance of having clarity in objectives before seeking or providing feedback. In the tech industry, where innovation and efficiency are paramount, clearly defining what you want to achieve and how you'll measure it is essential. Whether evaluating the feasibility, convenience, or viability of an innovation, or seeking to understand the skills and mindset of mentees, clarity in objectives guides feedback toward more meaningful outcomes. This approach also underscores the need to offer constructive, practical, or motivational feedback, depending on the established goals. In summary, having specific goals and relevant criteria contributes to focused and valuable feedback in the technology industry.

By adopting a constructive attitude, the giver of feedback can create an environment where the recipient feels comfortable discussing their performance and learning from the experience. actively listen to the person providing feedback. This means focusing on the specifics of the feedback, asking questions for clarification, and avoiding interrupting the speaker. By truly listening to the feedback, the recipient can better understand the issues being addressed and develop strategies for improvement

Dar feedback puede ser algo necesario de dar, pero confuso de recibir, porque siempre están vinculadas las emociones, en particular de quién recibe. Por lo anterior, considero que lo mejor de un feedback es proponer antes de empezar un listado de 3 o 4 tópicos específicos sobre los cuales se realizará el feedback. Con esto podemos hacer un cierre de cada uno declarando desafíos específicos al momento de cerrar cada punto, hacer un resumen y finalmente poder hacer seguimiento de las mejoras o actualizaciones sobre esos puntos. Lo anterior también permite distanciar y diferenciar un feedback que va enfocado en lo profesional y/o en el proyecto/startup, en lugar de confundir con evaluaciones que pasen a tocar aspectos personales.

The feedback grid from Design Thinking is a power package that works in any phase. It has four quadrants, namely 'What worked', 'What needs to change', 'New ideas to try', and 'Pending questions'. It applies to a team, an IT solution or even the company's performance! A brainstorming session to fill up the grid leads to effective outcomes: (1) 'New ideas' can translate to storyboards and scope (2) Patterns can be identified from 'what needs to change', to catalogue challenges and callout action items (3) 'Questions' can lead to gap identification that needs more research or become the seed of an idea (4) 'What worked' acts as the implicit cushion to negative feedback Now that's what you call a wholesome and healthy feedback!

Feedback should be based on various credible sources which can be industry experts, customers, articles and technology proven trends aligned to specific goals and objectives of innovation

Apart from well known STAR and GROW model, below feedback models are also effective based on situation and team dynamics 1. SBI model - understand the SITUATION, assess the BEHAVIOUR, Describe the IMPACT 2. Start, stop, continue model 3. 5 R model - Request, Receive, Reflect, Resolve, Respond 4. COIN model - Context, observe, Impact, Next steps

Emphasize feedback related to collaboration and communication skills. Effective innovation often involves working in interdisciplinary teams, and strong interpersonal skills are vital for success.

I appreciate the perspective of tailoring feedback collection methods based on specific objectives and criteria. In this regard, the Keep-Start-Stop method stands out for its clear and structured approach. By gathering feedback from various sources, the Keep-Start-Stop approach aligns well with the diversity of collected data. This method allows for the precise and effective identification of what should be kept, started, or stopped, which is crucial for obtaining reliable and valid insights that address questions and challenge assumptions. In summary, the flexibility and structure of the Keep-Start-Stop method make it my preferred choice for comprehensive and meaningful feedback collection.

Hints to deliver feedback! (People learn from positive and negative feedback, be brave and empathize with your team and stakeholders) 1. Be Direct and Constructive 2. Be encouraging - what went well and what could be even better 3. Focus first on content/ situations, than results 4. Be aware of audience - peers, team members and stakeholders 5. Be Objective - Avoid personal preferences (what is effective and ineffective rather than what you like or dislike) 6. Group your feedback - talk and ask other members/ stakeholders feedback of a team member to be a broader feedback rather than a perception) 7. Context - when, how, what 8. End High - bring constructive and positive points to be kept

Feedback should be based on open communication and constructive criticism. Once employee understand clear goals and expectations, build a mechanism for self-assessment which should also play key role in your feedback. Your feedback should promote growth mindset with support and flexibility

It is important you relationship with mentees and coaches to respect and appreciation for them and for all the realistic ideas they present during the discussion. Providing them with real, practical and experimental innovative examples resulting from people who have succeeded in their professional lives and based on innovative practical examples. The trainer also provides examples of his innovative field experiences documented with evidence, this makes them more motivating while encouraging them to work in the field and laboratory to move towards innovation for purpose of achieving of the desired goal.

Clearly communicate expectations regarding the type and frequency of feedback within the mentoring and coaching relationship. Establishing clear expectations ensures that both mentors and mentees are aligned on the feedback process.

Méthode strict & fair : - soyez ??strict?? sur le fond : le sujet et le niveau d’exigence attendu du marché et des clients - soyez ??fair?? : bienveillant envers les personnes

Le mentoré est le principal acteur de sa transformation. Cette transformation se passe quand les étapes suivantes se suivent : une prise de conscience, une conviction personnelle et une détermination à l’action, passage à l’action. L’accompagnement dans chacune de ces étapes par un mentor permet de faciliter, progresser et y réaliser le changement souhaité plus rapidement. Comment ? Avec des questions qui poussent à l’introspection et au passage à l’action.

Facilitate opportunities for mentees to provide feedback to each other. Peer feedback can offer valuable perspectives and insights, fostering a collaborative and supportive innovation community.

It is also important to think about how the mentee can express their feedback in a low-threshold manner. So in a jour-fixe, regularly by email, in meetings? This should be discussed in order to provide security.

(PT-BR) Nos dias de hoje a maior parte das empresas têm processos formais de feedback, com uma mesma fórmula para a maior parte dos colaboradores, em períodos específicos e seguindo restri??es sistêmicas. Um gestor que se utiliza apenas do processo oficial pode acabar deixando a desejar, pois feedback é um processo corrente. Muitas vezes a rotina de trabalho nos traz oportunidades para um feedback rico, devemos saber identificar estas oportunidades e comunicar claramente o que poderia ter sido feito de maneira diferente e como isso teria sido melhor. Pequenos feedbacks s?o melhor absorvidos do que uma grande quantidade de informa??o sazonal, por isso devemos incorporar o feedback naturalmente, como parte da rotina.

Proporcionar retroalimentación efectiva en procesos de innovación es un arte que requiere personalización al individuo, el contexto y la etapa del proceso, no aplicar la misma fórmula para todos. Por ejemplo, en una sesión de mentoria a distancia para mejorar habilidades de liderazgo innovador, el enfoque de la retroalimentación debe ajustarse al nivel inicial y a los objetivos de cada emprendedor. Mientras que para un principiante será más útil destacar sus peque?os logros y sugerir siguientes pasos alcanzables, alguien más avanzado necesitará una evaluación más exigente de cómo aplicar sus habilidades en situaciones reales. Adaptando nuestros comentarios y recomendaciones, la retroalimentación se vuelve relevante y efectiva para motivar.

In addition to the particularities of the innovation program or the project, to provide effective feedback, it is essential to consider the cultural differences of the people involved. By doing that, you will have your message come across effectively. Countless of times, feedback effors fail owing to these differences. What could be seen respectul in one country might not be in other region of the world.

It is important to tailor the feedback as individuals have different preferences. Personalisation helps to get the best results.

La base de implementar feedback de manera periodica y organizada es que cada persona se prepare tanto para darlo como para recibirlo. No todos se adaptan de la misma manera a los comentarios, aunque estos sean con el mejor tono e intención, ya que dependerá de muchos otros factores, incluidos los personales y familiares de cada participante. Adaptar el tono y formato al contexto de cada persona es un ejercicio de empatía necesario si lo que buscamos es inducir mejoras en algún proceso o resultado. Ofrecer seguimiento periódico clave para analizar el alcance del feedback, así como considerarlo una "fotografía" del momento, pensando que ese contexto y condiciones de la persona, son tan móviles como la empresa, proyecto o situación.

Create an open culture where everyone feels safe and confident to bring ideas, challenges and question. This two way interaction part of open culture is key to innovation

Build a feedback driven culture that inspires healthy communication and safe space to talk, discuss and cocreate action plans for growth of your people inside or outside the company. Make it part of your daily activities at meetings, presentations and activities performed with different stakeholders. The goal of seeking and delivering feedback is to improve performance and workplace relationship. Be an example to receive feedback from your team and mentees for they see on you a maturity and exemplar behavior to be learn and adapt at their daily activities.

Incorporating feedback effectively is about positively driving and motivating each team member to unleash their creative potential. Understanding the profiles and true aspirations of each member is crucial; this way, we personalize the support. Additionally, fostering non-linear thinking to expand knowledge and encourage innovative perspectives. Feedback becomes a tool that not only propels growth but also nurtures the uniqueness and diversity of thought.

El feedback para la gestión de innovación no siempre será bueno, es posible que nos encontremos con un gran profesional sin capacidad de desbloquear aún su potencial creativo e innovador, y su propuesta o proyecto aún estén muy "crudos" o con mucho que resolver. Nuestro rol como mentor es ayudar a ese talento innovador a soltar su potencial creativo e innovador, y para ellos debemos ser capaces de comprender qué necesitan escuchar para gatillar esa nueva forma de pensar y hacer. Podemos ser efusivos o en otras más desafiantes, pero no hay nada más da?ino para ese talento que recibir sólo comentarios complacientes. Como mentor debemos comprender que nos encontramos frente a un proceso intrínsecamente personal del emprendedor y su equipo.