What steps can you take to create a culture of learning and feedback?

Easier said than done! Even in larger organizations this is the hardest part of fostering an environment where employees can openly contribute and freely learn. This starts at the very top, when c-level execs are clear about vision, values, and goals, it trickles down easier at each level. Ensuring senior leadership is also absorbing these values/ goals, and deeply believe in them, is important. Also ensuring that employees at all levels feel they have a SAY and impact on these values and goals. You must gain buy-in at all levels in order for this to work.

Always lead by example, one way I do this is by openly talking about the moves I’m making in my career to advance my skillset and become a more well-rounded employee. By doing this, you encourage your team to do the same!!

The higher up you move, the easier it is to develop a fixed mindset where learning and feedback is something you want to see in others but fail to see the need for yourself. Don’t ever think you’ve reached a point where you’ve arrived. You haven’t, no matter how smart or successful you are. Furthermore, not only is it an effective way to model for your teams the kind of behaviors you want to see, but with the pace of change, you are falling behind if you’re not regularly learning and getting feedback. Also, don’t forget to communicate with your teams what you’re learning about, the feedback you’re receiving, and what you’re doing with it all. The vulnerability and openness will encourage the team and build trust along the way.

Giving and receiving feedback is a skill. Like any skill you need to practice it to get better with it. I'm a big fan of incorporating Like/Wish That into 1:1s to help normalize giving and receiving feedback in a low-stakes manner so that leaders and team members can get their reps in. In your 1:1s, have a section where both people can share what they liked that the other person did since the previous 1:1 and what they wish that the other person did.

One way I personally have done this as a manager is by openly engaging in discussions with my team on big decisions, getting their input, and making them feel heard, comfortable, and valued. When employers don’t have open discussions and push their employees to chat about their feedback and ideas they will “keep quiet” and be reluctant to contribute. They will also feel more fearful of speaking up in meetings or asking questions because you haven’t shown that your space is safe and constructive.

One of my previous managers created a committee where young, motivated employees would go to get coaching, mentorship, share ideas, team build, and grow together. This is a really great example of a way to do promote learning and growth internally.

A crucial first step here is to make sure you set your team up for success. I like to use the watch one/do one/teach one technique along with strong written SOPs to help make sure team members are competent and confident in their jobs. From there, you progressively give them more ownership on problems to solve (not things to do). Over time, a manager will shift from the role of a task assigner telling people what to do to a coach helping their team members identify blind spots, think more critically, and grow in their job.