What do you do if your team members are hesitant to give and receive feedback from each other?

"Vulnerability based trust" is the key. As Lencioni points out, "when team members are genuinely transparent, they trust that no one will attack them maliciously", in this scenario, everyone can spend their energy in their tasks. Of course, this requires a safe environment where each of them members can be completely vulnerable with each other. You can facilitate this by admitting your own mistakes, setting the example, or asking for help, openly. Also, it is positive to apologize to one another when needed and value each individual contribution. This will foster (close) personal relationships and, if this happens, you can confirm that you have a cohesive Team!

Credibility, Reliability and Intimacy are key drivers of trust and unless you have established a trust based relationship, you haven't earned the right to give feedback. Start by asking for feedback and responding positively to it, to create a safe environment. Go first.

As a very first step, observe how team members currently communicate with each other. Consider eye contact, facial expression, word selection, tone of voice, and body language, as they all play a significant part in how feedback is delivered, which impacts how it's received.

Creating physical and psychological safety in all containers is key. Letting your team know that they can share struggles and challenges without fear of being judged - or worse, fired - is key to honest dialogue. Once the fear is removed, things can really flow.

Trust is the foundation of any high performing team, as a leader/coach, you should create an open and safe culture in your team , make any feedback as a two way communication, seek feedback for yourself, acknowledge the feedback and close the loop for any identified actions. Encourage your team to share and receive feedback openly and respectfully

Defining a structure for feedback is key, in every scenario. The key ground rules you are trying to establish are: 1. Feedback needs to be factual - you don't want the feelings toward someone to cloud the judgment of the person giving feedback. 2. It needs to follow a specific structure so that you can compare feedback to withdraw valuable conclusions - I suggest the Stop, Start & Continue model. 3. Feedback must come from a place of honesty and value-adding, so I always recommend that a minimum of three positive aspects are shared, before any potential negative ones. 4. When delivering feedback, the language used must be constructive, professional, and friendly. With the above in place, feedback is a very valuable source of growth.

I agree with setting norms and expectations. Normalising feedback by following simple frameworks enables the process to feel like BAU. Like weekly team meetings are standard, the same should go with incorporating feedback. By using a framework as a guide and being specific and intentional, habits will very quickly form and feedback will become second nature. Powerful skill to give your team!

Establish clear guidelines and expectations for giving and receiving feedback within the team. Define norms around communication styles, frequency of feedback, and the importance of constructive criticism. Creating a shared understanding of feedback processes can help normalize its use within the team.

Provide training and practice in emotional intelligence and communication skills. People are hesitant to give and receive feedback because they might not have the skills to communicate feedback effectively, they might be afraid of hurting others, feeling vulnerable giving and receiving feedback and/or feeling inadequate and taking things personally due to constructive feedback. Being emotionally intelligent and having good communication skills helps to create an environment of open communication and trust of each other.

When team members are hesitant to give and receive feedback, fostering a culture of open and ongoing dialogue can significantly help in breaking down barriers and enhancing communication. Demonstrate how to give and receive feedback effectively and openly. As a leader, your actions set the tone for the team. Show appreciation for feedback received and provide constructive feedback in a supportive manner.

Avoid TRIggers when giving feedback as they guarantee a push back: 1. Truth - give examples of what you have seen so it is seen as factual. 2. Relationship - are YOU the right person to give the feedback? Ensure you have trust first. 3. Identity - avoid any labelling or personal language and focus on behaviour as opposed to coming to conclusions about the person

Open and regular connect sessions with the team helps build the trust , have regular catch-ups and encourage open and transparent discussion, any feedback you give or receive, very important to be respectful and non Judgemental, equally important will be to follow up on the feedback and any actions. Another thing that helps is share strengths and positives of other team members so they are able to view their colleagues in a positive frame.

I find that when I'm able to share my successes or challenges with my team, it puts them at ease to share theirs. Recognizing that we are all in it together and are truly invested in helping one another or celebrating successes together provides for an open atmosphere of giving and receiving .

Creating a culture of recognition takes time and consistency. Starting with a time and place where recognition is expected and celebrated together can be the beginning of it happening more frequently and organically. Like the start or ending of a team meeting, focusing on cross-functional feedback to engage all teams will help foster collaboration and at the same time noting that even the smallest of achievements contribute to the greater outcome.

Think ACE feedback and consider what kind of feedback you're giving: - Acknowledge or appreciate - Coach or correct - Evaluate Be clear which of these you're focusing on.

Indeed in such situations, individual coaching sharing examples will help. Let them understand what to do more of and what not to do. Reinstate the positive behaviour, encourage them to share how they feel, what they think could be done, how to best resolve any challenges. Be an active listener in these sessions, share examples from your career journey and facilitate open dialogue about their interpretations and how those interpretations may or may not lead them to their goals. While giving any feedback it becomes extremely critical to ensure they know what works well and what they need to avoid or minimize.

Here are 2 additional things you can consider: Create a Safe Environment: Foster a culture of psychological safety where team members feel comfortable expressing their opinions, ideas, and concerns without fear of judgment or reprisal. Encourage open communication and assure team members that feedback is meant to be constructive and helpful. Lead by Example: Demonstrate the importance of giving and receiving feedback by leading with transparency and vulnerability. Share your own feedback openly and gracefully receive feedback from others. Your actions will set the tone for the team.

To address hesitancy around feedback, it's essential to cultivate a culture of psychological safety where team members feel comfortable sharing their thoughts. Educate them on the benefits of feedback, lead by example, and provide training on effective feedback techniques. Encourage a growth mindset and emphasize that feedback is a tool for learning and improvement rather than criticism. Foster open dialogue and trust among team members to facilitate the exchange of feedback and promote continuous growth and development within the team.

Fostering the culture of teamwork & Presenting the importance of achieving through feedback can build the level of trust needed, so as to ensure better results.