How do you create a feedback culture in your organization or team?

2 Use multiple sources and methods of feedback

Feedback can come from different sources, such as peers, mentors, supervisors, or learners, and can be delivered in different ways, such as verbally, written, or through surveys or ratings. Using multiple sources and methods of feedback can help you get a more comprehensive and balanced picture of your strengths and areas for improvement, as well as different perspectives and insights. For example, you can ask your learners to fill out a feedback form after each session, and also have a peer or mentor observe your performance and give you verbal feedback.

4 Act on feedback and track progress

Feedback is only useful if you act on it and use it to improve your performance. After receiving feedback, you should reflect on it, identify the key takeaways and action points, and create a plan to implement them. You should also track your progress and evaluate the impact of your actions on your performance. For example, you can set a goal to use more visuals in your next session, and then ask your learners or peers to rate how well you achieved it.

5 Encourage a feedback culture

Creating a feedback culture in your organization or team means fostering an environment where feedback is seen as a normal and positive part of learning and development, not as a threat or a punishment. To encourage a feedback culture, you should model feedback-seeking and feedback-giving behaviors, celebrate feedback successes and failures, and provide ongoing support and recognition for feedback efforts. For example, you can ask for feedback regularly, share your feedback experiences and learnings with others, and acknowledge and reward those who give and receive feedback well.