Giving constructive feedback to business partners is a vital skill for servant leaders who want to foster trust, collaboration, and growth in their teams. However, feedback can also be challenging, especially when dealing with different personalities, expectations, and cultures. How can you deliver feedback that is respectful, honest, and effective? Here are some tips to help you.
Before you give feedback, make sure you have a clear purpose, a specific situation, and a positive intention. You want to help your partner improve, not criticize or blame them. Think about what you want to say, how you want to say it, and what outcome you hope to achieve. Avoid vague, general, or personal comments that can be misunderstood or hurtful. Instead, focus on facts, behaviors, and impacts that are relevant and observable.
Remember that you are strong enough to be gentle. Any passion that you are feeling needs to be harnessed and used judiciously. Otherwise they will destroy your hopes and dreams and partnership.
Enlit Europe 2023 was a great experience to met partners and customers. Organization, Information and facilities all were very well prepared.
Timing and setting are important factors for successful feedback. You don't want to catch your partner off guard, interrupt their work, or embarrass them in front of others. Ask them when they are available and comfortable to talk, and find a private and quiet space where you can have a conversation without distractions or interruptions. Respect their time and schedule, and avoid giving feedback when you or they are angry, stressed, or tired.
In Enlite Europe 2023, Schneider's teams were very professional and knew how to deal with their guests. They presented a very interesting new technologies in powering, control and monitoring.
The SBI model is a simple and effective framework for giving feedback. It stands for Situation, Behavior, and Impact and helps you structure your feedback in a way that avoids assumptions, judgments, or emotions. When using this model, first describe the specific context or event where you observed the behavior. Then describe the observable and measurable action or inaction that you want to give feedback on. Finally, explain the positive or negative consequence or effect of the behavior on yourself, the team, the project, or the partner. For example, "Last week, during our project meeting...you did not share your progress report with the rest of the team...This caused confusion, delays, and frustration for everyone involved..."
This year my participation in the Enlite Europe 2023 exhibition was very fruitful. I noticed the big difference in organization between this year and previous years. Enlite Europe is truly worth to visit every year
Feedback should not be a one-way communication, but a dialogue that invites your partner to share their thoughts and feelings. After you present your feedback using the SBI model , ask them for their perspective on the situation, behavior, and impact. Listen actively and empathetically to their response, and acknowledge their point of view. Try to understand their reasons, challenges, or motivations behind their behavior, and avoid interrupting, arguing, or dismissing them.
The ultimate goal of feedback is to help your partner improve and grow, not to make them feel bad or defensive. Therefore, you need to agree on specific and realistic actions that they can take to address the feedback and achieve the desired results. Ask them what they think they can do differently or better, and offer your support and guidance if needed. Also, set a timeline and a method for following up on their progress and checking in on their challenges. Express your appreciation and confidence in their ability to improve, and celebrate their achievements.
Giving constructive feedback to business partners is a skill that you can develop and improve with practice and patience. By following these tips, you can show your partner that you care about their success and that you are willing to serve them as a leader. This will strengthen your relationship, enhance your team performance, and foster a culture of learning and feedback in your organization.