What steps can you take to create a feedback culture?

In my experience, the best approach when it comes to feedback is getting curious and assuming someone is doing their best. This increases the likelihood that the person will be more receptive and open to a conversation rather than automatically being on defense. Humans behave in a way that makes sense to them so getting context can be really effective with starting off on the same page and delivering feedback with the other person's perspective in mind. I like to use the question, "Can you help me understand..." to being these types of conversations to demonstrate care and helps get to the root of the issue very quickly.

? Curb in an environment of trust by encouraging open communication and practicing active listening. ? Recognize and celebrate progress, reinforcing a positive feedback culture that boosts confidence and promotes continuous improvement.

Some people don't feel comfortable giving feedback. They might fear retaliation or they might feel like it won't make a difference. Create multiple opportunities for feedback: - Schedule check-ins and ask for feedback - Provide ways to give anonymous feedback - Have group sessions to request feedback Don't punish anyone for giving negative feedback. It takes courage to speak up and any sort of backlash will be counterproductive. Lastly, take action on the feedback. It shows you value feedback and it makes a difference.

? Building confidence through feedback means acting on it constructively. ? Implement suggestions, acknowledge improvements, and demonstrate growth. ? This reinforces a positive feedback loop, showing others that feedback leads to tangible, beneficial changes.

? To boost confidence, highlight specific achievements and progress, encourage self-reflection, and set achievable goals. ? Use motivational language, reinforce their strengths, and ensure feedback sessions end on a positive note to maintain their morale.

In the past, I've had leaders that approached feedback sessions collaboratively where they will highlight an area of opportunity then would work with me in coming up with creative solutions. This left me not only feeling supported but motivated to actually implement solutions because I felt empowered to play an active role in finding a solution rather than one being imposed on me.

The first coaching program I created was a mindset gym and in it we had a saying: #nofailureonlyfeedback. This was one of the ways that we created a learning culture where people knew that it was safe to miss the mark because no matter what outcome they got, we were focused on the learning and growth. It's easier to receive feedback gracefully when we can connect it to our learning and growth, and that comes down to how skilfully leaders can foster a culture of celebrating "failure." #nofailureonlyfeedback

In my experience, feedback loops are not usually loops - they are one-sided transactions from leader to employee - especially when it comes to performance. We often give them the feedback, offer how to fix it and then loosely follow up on progress. Following up to ensure that the "fix" is working is just as important as the fix. It shows the employee that you do care about them and it holds them accountable to ensure that the fix is yielding positive results. Get their feedback on what they think the fix is as well so they are more vested in actually fixing it. As part of the feedback loop - the employee should also be able to give direct feedback to their leader (and not anonymously) without fear of retaliation. Leaders need help too!

One of the best lessons I've learned as a scrum master is the value of facilitating retrospectives. In the Agile world, retrospectives are meetings held at the end of every work period. Team members gather to collect feedback on successes and improvements points to implement at the next work period. What is great is given the right environment, each team member can safely express themselves without any judgement from others. To enhance the overall experience, the scrum master can add a touch of fun by introducing a theme. I’ve incorporated themes like Lord of the Rings, seasons and dogs and had fun doing it. This is a valuable resource to foster continuous improvement and collaboration within an Agile team.

To foster a productive and supportive feedback environment within your organization, consider these additional strategies: Lead by Example: Demonstrate your commitment to feedback by actively seeking and providing feedback to your team. Create a Safe Space: Establish a psychologically safe environment where employees feel comfortable sharing their thoughts and opinions without fear of judgment or reprisal. Provide Training: Offer training on effective feedback techniques, including how to give and receive feedback constructively. Implement Regular Feedback Mechanisms: Establish formal systems for providing and receiving feedback, such as performance reviews, 360-degree feedback surveys, or one-on-one meetings.