Use Feedback to Build a Bridge, Not Just Correct a Mistake
Bill Ringle
Mentoring digital product leaders and their teams to excel: Leadership Development + Change Management + Strategy Implementation | COO Exec Coach | 4x Author | Facilitator | Speaker | Host | Former Apple | Tennis Nut
Managers I speak with each week say that feedback has become less effective than in the past.
There are many reasons for that, but if you remember that off-the-cuff feedback often helps the giver of the feedback more than the receiver, you'll be ahead of the pack in your delivery and effectiveness.
I learned to think of feedback as the bridge between good and great – without it, you're stuck in mediocrity – from Tony Robbins. To do that, you need an upgrade to your toolkit.
Let's break that down further using this 5 question feedback framework that I teach.
1. What's the relationship objective?
Your goal with giving feedback is primarily to offer course correction. Secondary objectives might include career advancement, developing capabilities among your direct reports or department, and responding to an urgent demand.
2. What's the desired business outcome?
Begin with the end result in mind. Here is where you need to organize your thoughts to make them clear, concrete, and constructive. Focus on what you want rather than what you don't want and be sure to emphasize behavior and specifics over attitudes and generalities.
3. What's the opportunity for action vs. development?
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Not all feedback interactions are opportunities for professional development. Sometimes you just need to get a proposal submitted or the backlog cleared by a certain time.
4. What's your emotional state?
This is key for delivering feedback. Being angry, impatient, or confused limits your choices in how to deliver the feedback as well as in what the person receiving it can take in.
5. What's the best timing?
A part of the feedback might need to be immediate.
Avoid these 2 mistakes in this area:
"Feedback is not just about fixing problems. It's about unlocking potential and achieving greatness," Simon Sinek reminds us.
Use this 5 question framework as your preparation to build a bridge to better outcomes.
You will become much more effective and your colleagues and team will get much more from your guidance.
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Helping growth ambitious SME companies scale using HubSpot
1 年Great tips in your post. Thank you for sharing Bill Ringle.
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1 年Important steps to take into consideration. Thank you Bill Ringle
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1 年No 4 is a big one for me, emotions often cloud the response, nice article Bill Ringle
Advisor to (Tech) Founders & Boards | Helping Leaders Overcome Decision Fatigue & Achieve Strategic Clarity | Boosting Team Cohesion, Retention & Agility | Reframing Imposter Syndrome as a Growth Tool.
1 年Bill, it's interesting to hear that managers find feedback less effective than in the past. Giving feedback is crucial to help employees improve and achieve their potential. Simon Sinek's statement about feedback being about fixing problems, unlocking potential, and achieving greatness resonate with me. Breaking down the feedback process into five steps is a helpful approach. I also like Tony Robbins' analogy of feedback being the bridge between good and great. Using these questions as a guide, we can improve our feedback delivery and help our colleagues and team reach their full potential.
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1 年Bill Ringle these are great questions to work through before delivering feedback! I really like the Simon Sinek quote "Feedback is not just about fixing problems. It's about unlocking potential and achieving greatness." I already know that's going to sit with me for a while.