Your team struggles with accepting feedback. How can you transform criticism into growth opportunities?

Transforming criticism into growth opportunities requires a cultural shift in how feedback is perceived and utilised. Here are some steps; - Emphasize that feedback is a tool for improvement, not a personal attack - Show openness to feedback yourself & show how to use it constructively - Share your own experiences of how feedback helped you grow - Ensure that team members feel safe & respected when giving/receiving feedback - Offer training sessions on how to provide/receive feedback constructively - Highlight success stories where feedback led to significant growth By these steps, you can help your team view feedback as a valuable resource for personal & professional growth.

Sandwich Technique is best to deal with this type of situation: Acknowledge Strengths: Start by praising recent successes, like strong team collaboration. Introduce Feedback: Present criticism as a growth opportunity. For example, “Great teamwork, but improving response times could boost client satisfaction. End Positively: Reinforce belief in their growth. “With this tweak, I’m confident we’ll exceed targets.” Google often uses this approach in performance reviews, encouraging employees by recognizing their contributions while also identifying areas for growth, which has led to continual innovation and employee development.

I believe that my team's attitude is the magnification of my behavior. Ask question to yourself - as a manager, are you open to feedback, how do you deal with negative feedback, what kind of thoughts you get when you hear criticism, etc. Remember that most of the time it's only one negative point which shadows 9 (out of 10) other good points. A person may be great in skills, however, he may be having problem with his tonality while communicating with his team members. Suggestions - 1. As a manager, offer yourself for 360 deg feedback. 2. Likewise manage expectations of team accordingly. 3. Train the organization for seeking feedback and applying feedback. As Ken Blanchard said Feedback is the breakfast of champions.

Transforming criticism into growth starts with fostering a culture of openness. Encourage regular, constructive feedback sessions where the focus is on solutions, not just problems. Turn criticism into collaborative learning by framing feedback as a team challenge rather than a personal critique. Celebrate small wins and improvements to build confidence and trust. Integrate feedback into clear, actionable goals, and make it a part of continuous learning. This way, criticism becomes a tool for growth, not a barrier. ???? #GrowthMindset #TeamDevelopment

Create and open and healthy working enviornment with in the team. Lead by example to ask for their feedback & let them know to how to adpat the feedback in a positive way. What are the key pointers that are important for growth. 1- Take their feedback on your working skills or leaderships skills. 2- Ask them to develop the goals and how they should open about achiving it. 3- Daily small celebrations and achivements. 4- Share the knowledge area. 5- Develop growth mindset.

1. Build trust and rapport: Feedback is taken positively if the feedback-giver is trusted and respected. 2. Continuous feedback: Feedback should be given regularly and timely. 3. How is the feedback delivered: How the feedback is delivered influences to a large extent on how the feedback will be received. Be respectful and constructive while delivering feedback.

Feedback as a functionality works best only when there is a trust between who is giving and who is receiving. Feedback without trust will be like hearsay A team will get trust in the leader when the leader demonstrates the principles they are talking about once the environment is a trust feedback becomes a natural ongoing process If a leader feels that the team is not receiving feedback they should introspect where have they lost the plot with the team Feedback can be constructed by giving the person more opportunities in their strength areas rather than picking on their weaknesses

Building trust is very important when you manage a team of professionals. Few things we can do: - Walk the talk - Celebrate small wins - Analyze what did we do right during success and what went wrong when we failed. WE is the key here - Always try to win but accept failures and take responsibility of failure and don't delegate to team - Empower teams - Keep an eye on what teams are doing and understand where they may go wrong and pitch in to enable success

Building trust within a team is fundamental to creating a positive & productive work environment for a Leader. Trust forms the bedrock of any successful team, fostering open communication & a sense of security among team members. Valuing team members involves recognizing their contributions, appreciating their efforts & showing genuine concern for their well-being. When feedback is shared with the intent to support & develop rather than criticize or demean, it strengthens the trust bond. Constructive feedback should always be framed in a way that underscores your commitment to their growth & success. It’s crucial to communicate feedback with empathy, highlighting positives while addressing areas for improvement.

No one likes to hear about the darker side of his/her especially in the corporate world. It has to be effectively put across in a positive way. The communication here is very important it should be done one to one and should start with telling the person his/her strengths and positive feedbacks. The other side should not be flashed, it should be in form of questions with examples and behaviour/action shown by the person in that situation whom you are giving feedback. The example communication makes it communicated in a better manner & other way of doing it should also be in a query format - what do you say if this should have been done in that way. You are making the conversation open up & get into a discussion mode which is what you want.

Effective communication is key. When giving feedback: Compliment First: Start with a positive note to make the feedback more palatable. Offer Advice, Not Criticism: Ensure your feedback is seen as helpful advice rather than a taunt. Be Considerate: Make sure the person understands your words are meant to support their growth.

I find that separating the person and the behavior is helpful. I begin from the premise that they are an amazing person and only certain behaviors or actions need adjustment. I also have the premise that people do not intentionally fail. They may not do what is necessary to succeed, but they do not intentionally fail.

Effective communication is indeed crucial when delivering feedback. It ensures that the feedback is clear, actionable, and well-received, ultimately contributing to the recipient's growth and development. It not only helps the recipient understand and address issues but also contributes to a positive and constructive work environment.

A positive feedback is easy to communicate and will be taken with open arms, but a constructive feedback takes more emphatic planning before delivering, so that the purpose is not lost in emotions. * Consider a calm place when passing feedback 1:1 in person or a video conference if you need to do one remotely, so that the body language can be read well * Consider some Sandwich methods like WWW & EBIF (what went well and Even better if) or "I noticed that you did X (the well part), however I observed that.. while you did this (Y), the impact was this. Have you considered doing this differently (Z). Let me know any support needed". Here the focus is on behaviour & outcome not the person * Keep an eye on your own EQ. Respond and not react

As a Leader, self-reflection is an indispensable tool for personal & professional development. It allows leaders to examine their actions, decisions & behaviors, fostering continuous improvement & self-awareness. By regularly engaging in self-reflection, leaders can better understand their impact on the team & adjust their approaches accordingly. Using self-reflection to constructively share feedback with team members involves recognizing your own experiences & learning moments. This empathetic approach can make feedback more relatable & less intimidating for employees. In essence, self-reflection and openness to feedback create a virtuous cycle of growth and development, benefiting both the individual leader & the broader team.

It's important that you share a "big picture" view of the purpose of feedback in that having a developmental goal is not a sign of weakness. Other important points on feedback are: -It should not be delayed feedback. This shows that the change is important. -It must be genuine so that trust is developed and maintained. -It must be given in a way that sends the message that "I am on you side," "we have high standards here"and "I believe that you can meet these standards."

Perception of Threat-Self-Identity: Feedback can be perceived as a threat to one’s self-image or competence. If people feel their skills, abilities, or character are being questioned, they may react defensively to protect their ego. It should be made part of work environment.

I have experienced this in an Indian PSu ,where I was employed as a QC officer. When at the end of a year during performance appraisal ,in the employee’s feedback I mentioned honestly that I am satisfied with my contribution in QC Mechanical , but I have not been able to contribute in QCElectrical , since it was a sceneries of an electo mechanical product. The team leader liked my honesty and helped me by providing an associate in electrical field

Encouraging self-reflection among team members is indeed a powerful way to help them appreciate and value feedback. We demonstrate self-reflection in our own practices. We need to share our experiences and insights on how self-reflection has helped us grow and improve. Integrate self-reflection into regular routines, such as during performance reviews, team meetings, or after project completions.

Converter feedback em a??es concretas por meio de planos estruturados. Colaborar com a equipe para definir metas realistas, baseadas no feedback, e dividi-las em tarefas menores com prazos claros, ajuda a transformar inten??es em resultados. Essa abordagem demonstra compromisso com o desenvolvimento da equipe e oferece um caminho claro para melhorias. Check-ins regulares refor?am o apoio contínuo, garantindo que o progresso seja mantido e o crescimento seja constante.

Implementing action plans is a critical step in translating feedback and insights into tangible improvements and outcomes. We need to designate who is responsible for each action step and ensure that roles and responsibilities are clearly communicated. Ensure that the necessary resources, such as training, tools, or budget, are available to support the implementation of the action plan.

I’ve found the sandwich approach helpful , celebrate the success as one slice , give an “ even better if” bit of feedback as the filling and top of the final slice with a positive note

1. Roll out NPS to gauge your team's trust in the system, you, and the environment, providing eye-opening insights into their mindset. 2. Be genuine and focus on what's in it for them, shifting from result orientation to fostering team trust and engagement. These actions will transform criticism into opportunities for improvement. #people #team

Recognizing and celebrating progress made no matter how small, would help reinforce positive behaviors being exhibited by the employee(s).