The Gift of Feedback

For many of us, hearing the word ‘feedback’ can prompt a range of emotions. While some regularly seek feedback as an essential part of growth, for others, it can spark a tinge of anxiety. Even as a 20-plus year veteran in human resources, I still find both giving and receiving feedback to be among the most challenging – yet also the most rewarding – aspects of professional development. And indeed, most research shows that giving and receiving timely, relevant, honest and actionable feedback are among the most difficult conversations we engage in as professionals.?

Giving and receiving positive feedback is often a wonderful opportunity for recognition and encouragement for the future. However, when the feedback pertains to growth opportunities or areas for improvement, it can be a bit more complex. On the receiving end, reactions can range from being open and appreciative to defensive, dismissive or in denial. On the giving end, there may be a fear of hurting feelings or coming across as insincere.

If any of this is true from your own personal experiences, don’t fret. It is all perfectly normal. In fact, it’s all part of our professional growth journey. It certainly has been for me.

I vividly remember receiving some constructive feedback early in my career from a manager who thought I was approaching things with a “black and white” mindset and encouraged me to keep more of an open mind. My first reaction was denial. It was not something I took very seriously in the moment. After letting his feedback set in though, I made a commitment to build my self-awareness. It was only a few months later that I was able to understand what he meant. There are many shades of grey around us. Being intentionally curious and seeking out differing points of view would help me to make better decisions in the future. Unbeknownst to me at the time, he gave me an invaluable gift of learning, one that is still proving invaluable to this day.

Getting comfortable with feedback is absolutely essential to creating a healthy, open, trustworthy and high-performing culture. I also like to think that feedback – even constructive feedback – can be a pause for celebration. Celebrating a person’s or team’s success, and recognizing the factors that went into it, are every bit as important to the feedback process as delivering constructive criticism.

It should be no surprise to anyone that employees who are recognized for great work – and who are encouraged to give and receive open feedback in the workplace – are more engaged, productive, eager to learn and grow, and tend to sustain higher levels of performance. Study after study have proven this and our own experiences usually back it up.

I’ve certainly seen this first-hand at the science-based company I work for, Corteva Agriscience . Science, by nature, is an iterative process of continuous learning and improvement. Feedback loops are what drive our business and culture forward and allow us to create the kinds of innovative seed and crop protection solutions that farmers need today to ensure global food security tomorrow.

During my time at Corteva, I’ve witnessed several key traits of effective feedback from some remarkable people that I am so privileged to work alongside. These traits can be applied to nearly every feedback situation and mastered by virtually everyone with a little practice and self-awareness.

?1.???Be Kind When Giving Feedback

?Even in a high-pressured, fast-moving culture like ours, it never ceases to amaze me how effective our people are at conveying constructive feedback in a kind tone and gentle manner. At the heart of this is an ingrained philosophy not unlike the Golden Rule. Those especially effective in this regard tend to give feedback in the tone and spirit in which they would like to receive it themselves. Empathy and clarity go a long way. And remember, feedback can be both about recognition of a great achievement or high performance, as well as opportunities to do better next time.

?2.???Be Specific, Actionable, and Future-Focused When Giving Feedback

?Our highest-performing people also tend to be those who routinely deliver and receive specific and actionable feedback. No one benefits from vague generalities or platitudes. It is much more impactful to say, “I really liked how you delivered the message in the meeting this morning. It was short, concise and helped drive the team to a decision…” rather than “Great job in the meeting!” I also prefer to focus on the future rather than looking back. I find it more productive to say, “What would make you even more effective next time is…” rather than “I found that you did not…”

3.???Keep an Open Mind When Receiving Feedback

?As I mentioned, it’s only human to feel some emotion when receiving constructive criticism. In my experience, those who navigate this effectively are people who tend to probe for clarity when receiving feedback. Instead of dismissing the criticism, they simply ask for greater clarity on what they can be doing better and specific examples of where they came up short.

?4.???Pay It Forward

?I am sure that you all remember times where feedback, either positive or constructive, has proven immensely valuable to you. My encouragement is this: pay it forward. Do the same for people around you. I am a firm believer that feedback is a gift and can have a tremendous impact on someone’s career and growth journey. ?

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I’ve learned a lot from these four characteristics and from the people who give and receive such effective feedback. I hope some of them prove to be of benefit to you as well.