What are effective ways to give feedback on vision and mission communication skills?

My 2 Takes on Feedback: 1. You don’t have to agree with it. It doesn’t really matter if you agree with the feedback or not. What really matters is what you do with it. 2. Feedback is a gift. If anyone has the courage to give you feedback, it means they care. They care about your growth, development and career. It’s not easy to give feedback, especially the constructive type. It would be much easier (and less nerve racking) to say nothing and let it pass. So the next time, someone takes the time to deliver you feedback, say “thank you” ??, smile ??, and listen.?? They care.

Hold teams and managers accountable. A prime example is touting the commitment to & value of diversity at your organization but when major social and cultural moments like Black History Month occurs, there is no mention, delayed ( mid and late February social posts) and assigning ERGs to get the word out instead of having functioning paid business units uphold the value. HR, Talent Acquisition, Communications & Marketing, Finance, and Supply/ Procurement teams could work together to reflect the values and mission in this instance. It should be part of the active culture strategy of each business unit. Hold them accountable for doing it and doing it on time.

Feedback is only a gift if it’s done with the right intent which is to help another person understand what they are doing well or help them explore how it could be even better next time. However, if the over died t know hot to provide feedback effectively then even with the right intent, it can go horribly wrong. How many leaders are taught and consistently assessed in their ability to provide emotionally intelligent feedback that leads to the desired outcome ??♀?

In my experience giving feedback can be a challenge depending on the receivers culture. Some may need a direct approach whereas others may need some more diplomacy. Another challenge may be the language barrier. In case of different languages a speaker may find it difficult to find the right words to reflect the true meaning of the feedback depending on the language they speak together, hence the receiver may not accept the feedback as being constructive.

Effective way to give feedback on vision and mission communication skills: Be very objective and assess the alignment of purpose with vision and mission of the organisation. Use specific examples on how the alignment has met the objective or how difference in alignment with vision and mission has impacted the business results and created the gap. It would challenge the status quo.

There are three elements to explore if vision and values are real and at the heart of culture… 1) Is there CLARITY? Do people understand what the vision and values are and can they exemplify how they manifest themselves. 2) Is there COHERENCE? Do the behaviours of every member of the team match the ambition of the vision and values and do they help define the culture? 3) Does LEADERSHIP exemplify the behaviours that support and enhance the vision and values? All three help clarity the of conversation and ultimately judging the success or otherwise of the tangible crystallisation of vision and values.

+1 for concrete examples of the feedback, as well as sharing the impact and checking in with the receiver for their views. For instance, rather than saying, “That was a great presentation,” be specific about what they did that you thought worked well. Perhaps, “In your presentation, when you shared potential project benefits, I think it would have been helpful to ask the group what they thought to see if they had a different perspective or additional benefits to contribute. What do you think?” This way acknowledges the perspectives of the giver and the receiver. Providing feedback promptly in a concrete, actionable format promotes understanding and implementation. What do others think?

Before giving feedback, listening to understand not to respond is critical. To have effective communication, things we need to be clear on both sides: 1. What are the impact they/I want to bring here? 2. What are the top concerns they/I have? 3. How do they/I want to show up in this conversation and why? When we communicate about vision and mission, it’s easy to go to the area of blaming games or avoiding possibility to offend anyone. Amplifying our ability to listen can help the communication be more effective and genuine. We all know the experience when we talk to someone listen to respond. Rarely we can make things happen together. This mode of communication activates our defense system.

Set the table, and ask permission. The best advice I can offer in giving feedback is to invite the person to the feedback discussion and give them a choice to receive. “I care about you, and would like to give you some feedback. Is this a good time?” Asking the person for permission to share something that may be hard for them to receive, prepares their mind and sets the tone that you care. Setting the table or stage just means that you are in the right environment, with privacy, for the person to receive and respond.

Effektives Feedback zu Visions- und Missionskommunikation erfordert eine tiefe Verst?ndnis der Werte und Ziele, die unsere Führung pr?gen. Indem wir Feedback in diesem kritischen Bereich mit Empathie und einem klaren Blick auf die langfristige strategische Ausrichtung geben, k?nnen wir nicht nur die Kommunikationsf?higkeiten einzelner Führungskr?fte verbessern, sondern auch eine koh?rentere und engagierte Organisationskultur f?rdern.

To receive feedback effectively on vision and mission communication skills: Be Open-Minded: Embrace feedback with a willingness to learn and improve. Listen Actively: Pay attention to the insights shared by others. Seek Clarification: Ask questions to ensure a clear understanding. Reflect: Consider how feedback aligns with personal goals. Take Action: Identify steps for improvement and set goals. Express Gratitude: Show appreciation for the feedback received. This approach fosters growth and enhances communication skills in line with the organization's vision and mission.

To make the most of feedback on these skills, preparation and receptivity are key. Before the session, recall your goals and purpose, fostering a positive, growth-oriented mindset. During the session, listen attentively, ask questions for clarification, and express gratitude for the giver's time. Subsequently, objectively and rationally examine and analyze the feedback. Compare it with your self-assessment and other information sources, decide what to retain or discard, and take action accordingly. Monitor your progress and results, seek more feedback to assess your performance, celebrate successes, acknowledge challenges, keep learning, and grow as a leader.

Das Empfangen von Feedback zu unserer Art, Vision und Mission zu kommunizieren, ist eine Gelegenheit zum Wachstum, die weit über die pers?nliche Entwicklung hinausgeht. Es ist ein Moment, in dem wir unsere Führungstiefe durch Reflexion und Anpassung unserer Kommunikationsstrategien erweitern k?nnen. Eine offene und wachstumsorientierte Einstellung hierzu erm?glicht es uns, nicht nur als Individuen, sondern auch als kollektive Organisation voranzukommen, indem wir eine st?rkere Ausrichtung und ein tieferes Verst?ndnis unserer gemeinsamen Ziele erreichen.

Listen actively and without interrupting: This demonstrates your respect and willingness to learn. Seek clarification if needed: Don't assume you understand the feedback perfectly. Ask questions to ensure you grasp the intended meaning. Maintain a positive and growth-oriented mindset: View feedback as an opportunity to improve, not an attack on your competence. Focus on understanding, not defending: Acknowledge the feedback and thank the giver for their time and effort. Reflect on the feedback: Consider the points raised and see if they hold merit. Discuss them with your team for collective improvement.

- To give effective feedback on vision and mission communication skills, focus on clarity, passion, and alignment with values. Provide specific examples and suggestions for improvement. Use the "sandwich" approach - start with positive aspects, then address areas for improvement, and end with encouragement. - To receive feedback effectively, adopt a growth mindset. Listen actively, ask clarifying questions, and thank the giver for their input. Reflect on the feedback and consider how it aligns with your goals. Implement constructive feedback and track your progress. Remember, feedback is a gift that can help you grow personally and professionally.

Create a culture of feedback: Encourage ongoing and regular feedback exchange, not just during specific events. Focus on both vision and mission: Feedback should address both the aspirational goal (vision) and the guiding principles (mission). Be mindful of the audience: Consider how the vision and mission are being communicated to different groups (employees, customers, investors) and tailor feedback accordingly. Use multiple feedback channels: Offer opportunities for anonymous feedback to capture diverse perspectives.

It's important that people in charge of communicating vision and mission understand it completely first. Always try and break the vision and mission down to simple words highlighting what it translates to with respect to people's work, i.e. what the vision and mission look like in action! That's solving half the problem. If you want to provide feedback, ensure it is not very formal and intimidating and delivered in a way which doesn't make people feel threatened or judged. Make it an open communication session, have an informal chat, go for a coffee and chat about areas of improvement and growth.

Two things to consider -- first, have an intentional and active *listening* step before providing your insights, and prepare beforehand by establishing your own "willingness to be changed by what is heard" in the words of Mark Nepo. Second, consider asking what the difference is between a Vision and a Mission. They are distinct concepts that often get mixed up, and I frequently see teams and even entire organizations that have two Mission Statements without realizing their Vision is missing. And without that, it's difficult to stay on true North, especially in a dynamic ecosystem of shifting priorities and objectives.

Make yourself a person that welcomes feedback. Quick, honest and plentiful feedback will help you improve more than almost anything else that you do. Get comfortable with being uncomfortable.

To actively ASK for feedback can create a safe space for sharing and giving the feedback. So often feedback is given by a leader or someone wanting to change the behavior or someone else. And the feedback is not always well received as one can easily become defensive when being told to change. If instead we actively ask someone for concrete feedback, we are more likely to receive it positively and can make constructive use for it. And it also creates a safe space for sharing and discussing. So rather than waiting for feedback - ASK for it!