Constructive feedback is the best way to develop your Team. But it is a 2 way avenue. Be ready to listen.
Hello all,
I can’t think of a better way of having a development session with your direct report, then a good feedback session. I am glad I had great bosses in my career who were willing to spend their time giving me feedback. And I am even more blessed that most of those sessions were to discuss areas of improvements. From my side, of course. Yes, I can say I am a very good listener. And also someone that is willing to accept criticism and learn from that. But there is a very professional way of doing that. Criticism can be very constructive, as long as the person that is assigned to provide it knows how to deliver the message. It is called “constructive” feedback.
I can’t recall how many of these sessions I had in my career, but I always asked my Supervisor to be direct and consistent with the feedback. Even before I started to work for a particular Manager, I was upfront to them during my job interview, or, a first meeting; asking for constructive feedback. It was important for me to know the areas to improve, and, if possible, frequently. I always asked my Supervisors to have what I called: “one on one” meetings. These are usually 30 to 60 minutes sessions, in which, I had the opportunity to discuss any topics with my Supervisor, and also, to hear from them. It was the time I had to get the feedback. Usually, these sessions were not considered formal meetings, without an agenda, and not even meeting minutes, or action plans (at least not on paper). But it served as a big help to develop myself as a person and as a leader.
I also understand it is very difficult for some people to hear constructive feedback, but think about... It is a way for them to get good advice and coaching from their bosses. And it comes very naturally. The first few sessions may be a bit difficult, as some people are not used to that, but, after a while, you will realize how productive and important they are. To me, it was an eye opener. The concept was introduced to me, about 11 years ago, from my former Manager (which we are still friends, by the way). We started to meet on a weekly basis, sometimes, even over a cup of coffee, and he started to give me feedback about things he had noticed, or heard from someone else. At the beginning, I was very skeptical, and even mad about the whole situation. It was not easy from me to hear about things I had to improve. I was used to hear compliments and instructions, but not “criticism”. Ok, the word “criticism” was misleading the conversation. But it was the way I initially took the feedback. I am not saying I was perfect back then, but I never had a Supervisor coming straight to me, pointing out areas I had to improve.
But, he also told me about good things I was doing and the way I was influencing my Team positively. At the end, it was a good mix, as he was very good in managing the situation. I actually learned a lot from that. It was a great style of management, and a very precise form of coaching and mentoring. It took me a good few months to capture the essence of the meetings. And I also saw a big transformation in how I started to conduct my sessions with my direct reports. I guess, I can say it did pay off. A new group of leaders was formed, and some of them, had already grown into bigger and better roles.
The second important point of these feedback sessions is that you have to also allow them to talk. Anything they feel like. Let them spend their time opening up to you. Don’t make these sessions as something you need to have a beginning and an end. The conversation is never over. But, as a Supervisor, you have to find the answer to their questions, the right word to their disappointments, and the correct solution to their frustration. Or, maybe not. They will look for you as the escape to their inside anxiety, madness, sadness. You are not only their direct Supervisor. You are their Mentor and Coach. If you don’t have the answer, try to find it together. Of course, I am not asking people to become therapists; it is not the case. I am asking you to learn how to listen. Don’t forget, you had the opportunity to provide them with constructive feedback. Now, it is your time to listen.
If you follow these simple rules, the relationship between you and your boss/direct report will be much more productive, bringing a different type of atmosphere inside your department. There is no time to waste trying to improve and/or build relationship. Take advantage of these sessions you have and make the best use of it. Simple rules to follow:
- You can’t save the world
- You must be able to listen
- Constructive feedback is an important tool to get better
- It is a two way avenue
- You are their leader – or you are getting feedback from your leader. It is priceless
Take care
Disclaimer
This post is not related to author's employer and the information posted by the author does not necessarily reflect company opinions, being the author the solely responsible for them.