Here's how you can foster a culture of constructive feedback in your team or organization.

To foster a culture of constructive feedback in your team or organization, encourage open communication and create a safe environment where team members feel valued and heard. Implement regular feedback sessions and use clear, specific, and actionable language. Encourage a growth mindset by focusing on development rather than criticism. Lead by example, showing how to give and receive feedback positively. Additionally, provide training on effective feedback techniques to ensure everyone is equipped to participate constructively.

Crear un entorno de confianza: Para que la retroalimentación sea efectiva, es esencial que los miembros del equipo se sientan seguros y confiados. Fomenta una atmósfera donde las personas se sientan cómodas al compartir sus pensamientos y recibir comentarios sin miedo a represalias. Esto puede lograrse a través de la transparencia, la empatía y el respeto mutuo.

Me encanta el tema y me gustaría resumirlo en una palabra por cada paso (etapa). 1. Apertura 2. Ejemplarizar 3. Concreción 4. Empatía 5. Conexión 6. Cadencia 7. Valorar Sólo la retroalimentación permite la inteligencia del sistema.

Considero importante agregar os seguintes pontos: - Reconhe?a e Celebre Sucessos: Além de corrigir o que está errado, é crucial reconhecer e celebrar o que está sendo feito corretamente. Isso motiva a equipe e refor?a comportamentos positivos - Fomente uma Cultura de Aprendizado Contínuo: Encoraje a equipe a ver o feedback como uma parte integrante do desenvolvimento profissional contínuo, e n?o como um evento isolado. Implementar essas práticas pode transformar a maneira como sua equipe ou organiza??o lida com feedback, promovendo um ambiente de melhoria contínua, colabora??o e crescimento. :)

One perspective that can help you to reach an empathetic and open minded non- judgmental approach is curiosity. The goal of giving feedback is to help your team members grow - that's a positive intent. By being curious about your team members, you receive what they say with a so called beginner's mind: it is like hearing and seeing everything for the first time. Be curious about their approach, about their decision making process, about their understanding of certain situations. They will appreciate your open mind and ultimately they will share more and your understanding of them will be increased - and your leadership will be more empathetic.

The way feedback is presented can make all the difference. As a leader, you must lead by example and set a positive tone for feedback sessions. Approach each conversation with empathy and a genuine desire to help your team members grow. Use positive language and focus on the situation or behavior, not the individual. When you demonstrate a supportive and non-judgmental approach, your team will likely mirror these attitudes in their interactions with each other.

As a leader, you can set the tone by sharing your own experiences and being open to feedback. This shows that you value feedback and are willing to learn and grow, which can inspire others to do the same.

Recuerda no es lo que dices es lo que transmites, tu como líder sintonizas al equipo con el estilo comunicativo que quieres que predomine, decidir retroalimentar de manera activa positiva te permite reconocer lo que las personas han hecho bien, identificar los retos, errores o aspectos por mejorar y cerrar la conversación conectando el reto con las habilidades y competencias del colaborador de esta manera le motivas, comprometes pero haces sentir valioso, capaz y reconocido.

When giving feedback, be specific about what the person did well or could improve. Avoid vague statements and instead focus on concrete examples. This helps the person understand exactly what they need to do to improve.

Feedback should be focused on behavior, not the person. This helps to avoid personal attacks and keeps the conversation constructive. Discuss the impact of the behavior and suggest alternatives.

When receiving feedback, listen actively and try to understand the other person’s perspective. Ask clarifying questions if needed and show appreciation for their input. This shows respect and encourages more open communication in the future.

Formar a los miembros del equipo en habilidades de retroalimentación: Proporciona formación y recursos sobre cómo dar y recibir retroalimentación constructiva. Esto puede incluir talleres, seminarios o material de lectura. La formación ayuda a los empleados a desarrollar las habilidades necesarias para comunicarse de manera efectiva y gestionar las conversaciones difíciles.

Promote a system where peer-to-peer feedback is actively encouraged and facilitated. This approach helps create a more comprehensive feedback culture by enabling team members to learn directly from each other's observations and experiences. Encouraging feedback among peers can reduce the perceived hierarchy often associated with feedback sessions, making the process more collaborative and less confrontational. This method increases the frequency and variety of feedback and enhances the learning opportunities within the team, fostering a continuous improvement mindset.

After feedback is given, ensure there is a follow-up to discuss progress and address any further issues. This shows that you take feedback seriously and are committed to continuous improvement.

Establecer reglas claras de retroalimentación: Define y comunica claramente las expectativas sobre cómo dar y recibir retroalimentación. Las reglas pueden incluir ser específico, centrarse en el comportamiento y no en la persona, y utilizar un lenguaje respetuoso. Estas directrices ayudan a mantener las interacciones productivas y respetuosas.

Fostering a culture of constructive feedback in a team or organization requires deliberate effort and a commitment to open communication. Hence - (1) Lead by Example (2) Create a Safe Space for teams to share thoughts and ideas in general, which makes it easier to then give or receive feedback (3) Celebrate Progress when the feedback is applied well (leaders often forget to do this)

First and foremost, lead by example. I make it a habit to give specific, actionable feedback regularly, highlighting both strengths and areas for improvement. I encourage an open-door policy, inviting my team to share their thoughts and feedback with me. During meetings, I create a safe space where everyone feels comfortable voicing their opinions and suggestions. I also emphasize the importance of positive reinforcement, celebrating successes to build confidence. By consistently practicing and promoting open communication, I help create an environment where constructive feedback is valued and leads to continuous growth.

Always consider the timing and delivery of feedback. It should be given in a timely manner and in a way that the recipient is most receptive to. Also, remember that feedback is a two-way street - be open to receiving feedback as well. This fosters a culture of mutual respect and continuous learning.