Feedback and Leadership Advancement

In the fast-paced world of leadership, the consensus on the importance of feedback is resounding – it is the key to growth and performance, often referred to as the "breakfast of champions." However, despite this unanimous acknowledgment, leaders frequently find themselves grappling with a degree of resistance, a paradox that demands attention. To overcome this hurdle, leaders would benefit from initiating a fundamental shift in mindset: rather than viewing feedback as a challenge to competence, it should be perceived as a strategic investment in untapped potential.

The resistance towards feedback stems from a complex web of factors, creating a palpable sense of apprehension—a unique 'angst,' if you will. Foremost among these factors is the aversion to criticism, often seen as spotlighting weaknesses rather than acknowledging strengths (a nod is due here to the proponents of strength-based feedback).

The vulnerability inherent in subjecting one's performance to scrutiny can evoke discomfort, triggering defensive responses. This dynamic persists, regardless of the euphemisms used, such as “opportunities” or “areas of development”.

Furthermore, the inherent ambiguity surrounding the intent behind feedback exacerbates anxiety, with individuals defaulting to the assumption that its purpose is punitive rather than constructive—a classic case of the Negativity Bias.

Feedback and Leadership Advancement

Feedback, in essence, stands as the cornerstone of leadership development, operating as a reflective mirror that not only highlights strengths but also sheds light on areas ripe for further development. Its potency lies in its ability to cultivate self-awareness, to foster richer communication dynamics, and to sow the seeds of a culture devoted to continuous improvement.

In the dynamic landscape of executive leadership for instance, the capacity to both provide and receive feedback transcends the realm of a mere skill; it evolves into a strategic advantage. Acknowledging the plethora of existing research and models – the SBI model being a personal favorite – that meticulously delve into the practical aspects of feedback, I would like to propose a practitioner’s approach as a general guideline. This method seeks to not only navigate existing barriers but also to infuse feedback with the essential essence required to transform the exercise into a catalyst for thoughtful development.

Introduction to the +SAFE method

The +SAFE method offers an approach to feedback that encapsulates vital elements essential for nurturing constructive and growth-oriented dialogues. In the intricate dance of feedback, this method helps lay the foundation for a purposeful climate.

The “+” sign (no typo intended)

The symbol serves as a primary reminder to approach every conversation, whenever possible, with Positively purposeful intentions. This not only invites a climate of enhanced psychological safety but also sets the stage optimally. One of my former leaders used to frequently remind the entire team to “assume positive intent”.

Initiating the discussion with positive intentions, ideally at the outset, helps alleviate inherent apprehension linked with feedback. This can be reinforced by clearly defining the purpose and potential benefits, laying the groundwork for a more receptive engagement. Simply put, people will be less defensive once they recognize “what’s in it for them.” It's vital to note that this is, in no way, shape or form, an endorsement of sugarcoating but an encouragement for authentic self-presentation that would help others to bring their best selves forward.

To achieve even more impact, choosing to be purposeful can prove to be paramount. From a practitioner's standpoint, visibly outlining the desired outcome—the goals of the conversation—often holds the key. I would even go as far as claiming that documenting these goals will help guide the thought process, aligning all elements with the overarching objective.

Some elements to consider may include:

• What do I genuinely want for this person?
• How might the delivery impact the relationship?
• When is an ideal time for this conversation?
• What setting is ideal? Is the person in right mindset?

Good example:

"I value your contributions to the team and want to see you continue to excel. The purpose of our conversation today is to provide you with insights that I feel will help you deliver even more value to our collective efforts, thus further elevating your professional growth. Would you be open for that?"

(Notice how invitational this example also is.)

?Poor example:

"We need to talk."

Specificity

Specificity in feedback refers to accuracy and precision. It involves highlighting specific, observable behaviors or outcomes rather than addressing broad aspects like personality traits. This helps to make the feedback more actionable and focused.

?Good Example:

"Your concise communication during yesterday’s team meeting helped clarify complex concepts and kept many people engaged. Would you be open to us discussing how you could deliver even more impact? "

(Notice this is feedback on something the person did well to begin with.)

?Poor Example:

"You need to improve your communication skills."

Actionable insights

The Actionable component stresses the importance of providing forward-looking feedback that can be translated into specific actions. It encourages offering suggestions or alternatives that the individual can implement immediately to improve performance, elevating feedback from perceived critique to a roadmap for improvement.

Good Example:

"To enhance your team's collaboration further, consider incorporating regular check-ins to address concerns and share progress. What do you think?"

(Notice the call to share and discuss thoughts.)

Poor Example:

"You really missed the mark on that last deliverable."

Frequent engagement

Frequent feedback is about establishing a regular practice, emphasizing real-time adjustments, and contributing to the cultivation of a culture centered on continuous improvement. It stands in stark contrast to traditional performance management, notorious for infrequent and often biased assessments. Encouraging regular one-on-one sessions and open dialogue becomes pivotal in this context.

Good Example:

"Your proactive approach in addressing client concerns during this quarter was commendable. Let's continue to have these check-ins regularly to ensure ongoing success."

(Notice how forward-looking the feedback sounds.)

Poor Example:

"Your year-end review is coming up, and we need to discuss your performance."

Empathy

The Empathy component underscores the importance of approaching feedback with understanding and compassion. It helps create a safe and supportive environment that prioritizes learning over blame, where individuals can feel comfortable sharing their perspectives.

Good Example:

"I understand that this project has been challenging, and your efforts have not gone unnoticed. Let's discuss how we can support your success moving forward."

(Notice the collective presence conveyed by “we”.)

Poor Example:

"I don't care about your personal challenges; we need results."

Unlocking Leadership Excellence Through Feedback

Exceptional leaders actively seek feedback because they understand that leadership is not a destination but rather, a continuous journey. Effectively, the practice not only demonstrates vulnerability but also underscores a commitment to constant refinement, thereby fostering increased trust among leadership teams.

The +SAFE method, with its emphasis on Positively purposeful intentions, Specificity, Actionable insights, Frequent engagement, and Empathy offers a practical framework to navigate the intricate terrain of feedback.

I believe we have much to learn from one-another, and by extension, we can collectively elevate the standard of leadership through continuous improvement. In the spirit of growth and collaboration, I extend an invitation to you, fellow leaders, and readers, to share your insights on the subject matter.

Please feel free to add, elevate, or even challenge any of the ideas presented above. ?Your unique perspectives and experiences are invaluable in shaping a richer understanding of feedback and its role in leadership.

Disclaimer: The opinions expressed in this short article are solely my own and do not reflect the views or opinions of my (former) employers or any other third parties. They are not intended to constitute legal advice, and readers should always consult with their own legal counsel or advisors for specific guidance.