Giving Clear Feedback.

When you hear the word ‘feedback’, what does it spark, or trigger, in you??

One of S2's Beeline pods was all about the art of giving and receiving the potentially explosive gift of feedback.?

As a leader, giving or receiving feedback is an extremely important part of the job. In its negative form, when not handled well, it can be uncomfortable, triggering and disruptive. But in its positive form, it’s a game changer. An update in your understanding of, and approach to, feedback can help install a healthy relationship with it throughout your team - and throughout your organisation.?

Is it worth doing the work to get it right??We really think it is.

The fact is that we are all constantly giving and receiving feedback, whether we realise it or not: That hug? That’s feedback. When the cat scratches your hand? That's feedback. That banana bread you mastered over lockdown got wolfed down at speed? That’s feedback.??

All of these feedback loops matter, but when feedback is coming from a leader, the inherent power balance makes it all the more important to make sure it lands as well, and as clearly, as possible - whether it’s good or bad feedback.?

Do any of these things look familiar to you?

• Feedback is perceived as a punishment
• Team members don’t make discretionary effort for fear of failure?
• Feedback sparks defensiveness or resistance - or even trauma
• You are seeing elements of blame culture
• Issues get overlooked - then maybe detonate in out of proportion ways as a result
• You’re conscious that there is gossip
• A 'them vs. us' outlook
• You can see confidence dwindling in some or all of your team
• Growth and innovation is slow
• Feedback is perceived as manipulation

If any of these do feel familiar, it’s time to start changing the culture of feedback in your team - and maybe your organisation.

So where do we start?

Obviously we recommend listening to the whole episode but if you’re in a hurry, here are our very favourite tips from our Beeline Leadership Pod guest, and friend of the pod,?Judith Klerks?(coach, psychologist, trainer). Start with these tenets to help you achieve an inclusive environment where giving and receiving feedback is a big and productive part of your learning culture:

• Positive feedback about behaviour means you’ll get more of that behaviour
• Take the time to notice what people are good at and be specific when you give feedback. People don’t necessarily know what they are good at
• Regularly, consistently practise giving and receiving feedback in your team
• Give six times more positive than negative feedback so that, when the negative feedback comes, there is a positive message embedded in the outcomes
• Prepare the feedback you give and make sure that it is realistic and actionable
• When receiving feedback, ask questions so that you understand where it comes from and how you can action your response
• Be conscious that feedback can be triggering. Be aware of potential repercussions and choose your words carefully (prepare, prepare, prepare…)
• Ensure you have chosen the appropriate environment and time to give feedback (prepare, prepare, prepare…)
• Look at receiving feedback as a learning opportunity - and make changes accordingly
• Say thank you and show respect both when you give and receive feedback
• Feedback is a gift: Once received, it is yours to do with as you wish

Enough to get you started? Remember:?practice makes progress.?

You can listen to the full podcast that inspired this post, with?Judith Klerks?talking to?Andrew Tilling, S2E2, at?www.consultthehive.com/beeline.

And if you need support with creating or nurturing a feedback culture within your business, shoot us a message and one of our specialists will be in touch:?https://www.consultthehive.com/contact/