Here's how you can foster a culture of feedback in your team or organization.

Role model the behavior and values you believe in. If you are actively giving feedback seek it yourself. If you advocate for wellbeing, role model how you look after yourself, if you advocate for a good work ethic and good life balance show how you do it. Because if your mouth says one thing and you’re practicing another then people will believe what you do.

When leading by example, its key to have a positive mind and show that you truly value the feedback given, and try to implement changes quickly. Its also important to ask clearifying question so that you make sure you have the same understanding On the given feedback. Remember that not everyone is open for feedback at any moment and it takes time to get comfortable participatint, but when you create an active feedback-culture it Will make a positive change to the team and Secure better Well-being for all.

Leading by example is crucial for fostering a feedback culture. Demonstrate openness to receiving feedback graciously and giving constructive feedback regularly. Show vulnerability in acknowledging mistakes and actively seek input from team members. Your actions set the tone and encourage others to engage in open communication, creating a culture where feedback is valued and growth is prioritized.

la importancia de liderar con el ejemplo al fomentar una cultura de retroalimentación en un equipo. Es fundamental ser proactivo en buscar comentarios, responder con gratitud y elegancia, modelar un comportamiento de dar y recibir retroalimentación constructiva, y crear un entorno seguro para la retroalimentación. Al demostrar un compromiso genuino con la retroalimentación, los líderes inspiran a su equipo a participar activamente en el proceso, lo que fortalece la confianza, la transparencia y el sentido de pertenencia. Esto promueve un ambiente de trabajo colaborativo que impulsa la mejora continua y el crecimiento personal y profesional de todos los miembros del equipo.

This is the hard work of leadership: walking your talk. If we shy away from feedback, how can we possibly expect our team to be open to feedback? I remember a time in my early 20's when I wasn't really doing that well, but I thought I was fine. A few of my trusted friends sat me down and told me, "All you do is complain these days." (In a much kinder and more contextual way, of course.) And I NEEDED to hear that- their feedback was a gift. When you remember this, you'll find it a lot easier to show up and ask for and receive feedback on a regular basis.

Establece pautas claras sobre cómo se debe entregar la retroalimentación, enfocándote en comportamientos y resultados en lugar de en atributos personales. Fomenta una atmósfera de respeto mutuo y confidencialidad, donde la retroalimentación se vea como una herramienta para el crecimiento y el desarrollo, en lugar de como un ataque personal. Esto ayuda a garantizar que todos los miembros del equipo se sientan valorados y escuchados, lo que a su vez promueve un ambiente de trabajo más productivo y armonioso.

Para integrar eficazmente la retroalimentación en las rutinas regulares del equipo, establece reuniones individuales periódicas, revisiones de desempe?o y sesiones de retroalimentación después de proyectos clave. Durante estas interacciones, enfócate en proporcionar comentarios específicos y constructivos sobre el trabajo realizado, destacando tanto los logros como las áreas de mejora. Además, asegúrate de escuchar activamente las preocupaciones y sugerencias de los miembros del equipo, fomentando un diálogo abierto y honesto. Al hacer de la retroalimentación una parte integral del flujo de trabajo del equipo, se promueve una cultura de mejora continua y se fortalece la colaboración y el compromiso de todos los miembros.

Feedback is a gift so I invite you to receive it or give it to someone with the same intention. 1. Drop any judgement 2. Focus on the behavior not the person 3. Share it timely 4. Use a powerful framework like the EIC model ( example, impact and change/continue) Use it for both to give positive recognition or constructive feedback. One tip is to not give unsolicited feedback. Seek permission before sharing

It is not always enough just to say "thank you" for feedback. If feedback is continuously being given but nothing is being done about it, people will eventually quit giving feedback. Celebrate when action is taken on feedback to recognize the value it brings!

Feedback is your opportunity to step outside of your ego and let another person tell you what everyone else is seeing from you. Take it with humility, and use it to fuel your future actions. It is not meant for your bad, so use it for good.

Feedback can create some positive outcomes, you said, I listened …. I think if people see that they will be truly heard and valued when giving feedback then they will make the effort to give it. It can take courage to give feedback and sometimes fear of how someone will receive it can get in the way. Training on delivering feedback can be helpful too. However, I have worked with many clients over the years that will take feedback to reinforce something that they can use to be critical towards themselves. If you are finding that being able to hear feedback is setting off a negative response that it might be helpful to get some support for this so it does not get in the way. Feedback can be a good way to self develop.