What do you do if you're struggling to use feedback for self-reflection and self-awareness in social work?

It can be really difficult to truly listen to feedback as it requires up to be open to change and to hold our hands up to the things that we can do even better. For me the difference is made and learning comes when there is a positive feedback culture in the organisation. One that welcomes feedback and appreciates different perspective. And one that understands that feedback allows us to grow, rather than being regarded as a failure on an individuals part. Training, awareness raising and an open dialogue throughout the organisation is essential. It is also helpful to have feedback and learning from it shared across the organisation. This includes celebrated the strengths and things that are going well.

Having a space that promotes psychological safety is a key foundation to genuine and constructive feedback. It is there for us to learn. Our brains will not be in an optimum state to learn if exploring feedback is not in a safe context. Time should be set aside to explore in personal supervision and team meetings to be effective. Positive and productive relationships within the organisation are essential as without them it does not feel safe to provide or receive feedback in a way that develops practice.

Feedback in my experience has been most effective when time has been afforded to explore it and all concerned are there to genuinely listen. You can only genuinely listen if you are curious to explore other viewpoints and are able to regulate your emotions. Any learning points should be tangible and focused to allow for implementation. From this you can then be clear about the impact of the learning and share this positively.

One of the most effective ways that I have developed self awareness is through Strengths Coaching using the Strengthscope profile. This allowed me to understand the qualities that energise me and those that feel draining for me. Once I worked through the coaching I was given the opportunity to reflect on how my strengths showed up to others using the Strengthscope 360 degree feedback tool. This style of coaching allowed me (and now others who I coach) to explore areas of strengths and drain so that I can be conscious about how I present through heightened self awareness. Keeping this awareness on the agenda every day helps to figure out how you can show up at your best and also how you can call on others for support.

There is a vulnerability that we strive for perfect, when it does not exist. We all bring our own experiences and they should be celebrated. No one comes into Social Work to do a poor job. We need the structures and a culture around us to support our development. One of the most valuable training packages that I accessed was in Systemic Social Work, whereby there is a clear focus on professionals understanding that the context of Social Work can exacerbate the very challenges that families face. There is so much value in professionals being reflexive in their thinking to appreciate how they can do things differently to support families to effect change that is sustainable well beyond the involvement of professionals.

Recognize that perfectionism is often rooted in white supremacy culture and can hinder our own growth and self-awareness. Challenge the notion that mistakes are failures and embrace a culture of learning and resilience. Encourage vulnerability and authenticity in giving and receiving feedback, creating a supportive environment where imperfections are acknowledged and embraced as opportunities for growth. Also consider power dynamics in feedback exchanges, particularly between supervisors and supervisees. Acknowledge the inherent power imbalance in these relationships and strive to create a feedback process that is equitable, transparent, and respectful of the autonomy and agency of all parties involved.