Leadership Essentials from "Coaching on the Go" - Part 2: Giving Feedback

?? The Feedback Revolution: Transforming Performance Through Effective Communication

If you haven't delved into Phil and Jenny's "Coaching on the Go," you're missing out on game-changing leadership insights. This article explores their revolutionary ideas on a skill that can make or break your leadership effectiveness: giving feedback.

?? Reflect: When was the last time you received truly impactful feedback? How did it make you feel, and what changed as a result?        

?? The Feedback Fallacy: Are You Falling Into This Leadership Trap?

Phil and Jenny expose a common misconception about feedback that plagues many leaders:

"The very word 'feedback' might cause you to shudder. In some cultures, the word is sadly entirely consistent with negativity. When someone says they want to give you some feedback your first thought might be 'Oh gosh. What have I done wrong (now)?'"

If this resonates with you, you're not just failing at feedback – you're actively fostering a culture of fear and stagnation in your team.

This negative approach leads to:

★ Defensive reactions from team members

★ Missed opportunities for growth and improvement

★ A culture where mistakes are hidden rather than learned from

★ Decreased trust and open communication

But there's a better way, and it starts with changing your mindset about feedback.

?? Reflect: How do you typically react when someone says they have feedback for you? What does this reveal about your feedback culture?        

?? The Feedback Revolution: Fueling Growth and Performance

Phil and Jenny introduce a transformative perspective on feedback:

"Feedback is the breakfast of champions." - Ken Blanchard

This isn't just a catchy phrase – it's the key to unlocking your team's potential and skyrocketing your leadership effectiveness.

Here's what this mindset shift entails:

★ Viewing feedback as a regular, ongoing process

★ Using feedback to motivate and develop, not just correct

★ Making feedback a two-way street, encouraging your team to give you feedback too

★ Focusing on both strengths and areas for improvement

?? Reflect: How often do you currently give and receive feedback? How might increasing the frequency change your team dynamics?        

?? The Secret Weapon: STARTER? - Your Formula for Feedback Success

Phil and Jenny introduce a game-changing approach with their STARTER? method for giving feedback. If you're not using this approach, you're missing out on a powerful leadership tool.

Here's the breakdown:

? S = Start well and contract

? Set a constructive mood

? Use contracting skills to establish the purpose and duration of the conversation

? T = Topic at the heart of the feedback

? Be specific about the subject of your feedback

? Avoid generalities that create confusion

? A = Ask for their self-assessment

? Listen to their perspective

? Use questions to guide their self-reflection

? R = Review your assessment

? Share your observations and thoughts

? Be specific and balanced in your feedback

? T = Talk about the gap

? Discuss any differences between their self-assessment and your review

? Explore reasons for these differences

? E = Explore options to close the gap

? Collaborate on potential solutions or improvements

? Encourage their input and ownership of the process

? R = Reach agreement on next steps

? Clearly define actions and expectations

? Set a timeline for follow-up

?? Reflect: Which step of the STARTER? method do you think will be most challenging for you? Why?        

?? Embracing the Feedback Loop: The Path to Continuous Improvement

Phil and Jenny remind us of a crucial truth:

"You cannot predict how your feedback will be received."

This unpredictability is not a reason to avoid feedback, but rather a call to approach it with care and skill. Here's how to create a positive feedback loop:

★ Make feedback a regular habit, not a rare event

★ Create a safe space for open, honest communication

★ Encourage your team to seek and give feedback proactively

★ Use feedback as a tool for learning and growth, not judgment

★ Model the behavior by actively seeking feedback on your own performance

Remember, a team that embraces feedback is a team that's constantly improving and adapting.

?? Reflect: What's one small step you can take today to make feedback a more regular part of your team's culture?        

? The Win-Win You Can't Afford to Miss

"Feedback... helps people to develop, learn and improve in ways that matter to them."

If you're not achieving this win-win with your feedback, you're leaving potential untapped. Here's what effective feedback can do:

◆ For the Leader:

? Build stronger, more trusting relationships with your team

? Improve team performance and productivity

? Create a culture of continuous learning and improvement

? Develop your own coaching and communication skills

◆ For the Team Member:

? Gain clarity on expectations and performance

? Accelerate personal and professional growth

? Increase job satisfaction and engagement

? Develop self-awareness and self-improvement skills

?? Reflect: Think of a time when you received great feedback. How did it impact your performance and motivation?        

??? Navigating the Challenges of Feedback

Giving effective feedback isn't always smooth sailing. Here are some challenges you might face and how to overcome them:

◆ Timing and Context:

? Choose the right moment for feedback

? Consider the recipient's current state and workload

? Use contracting to ensure they're ready to receive feedback

◆ Balancing Positive and Constructive Feedback:

? Aim for a mix of reinforcing and developmental feedback

? Be specific with both types of feedback

? Avoid the "feedback sandwich" – it can diminish the impact of your message

◆ Handling Defensive Reactions:

? Stay calm and focused on the behavior, not the person

? Use "I" statements to express your observations

? Listen actively and show empathy

◆ Following Up:

? Set clear expectations for next steps

? Schedule follow-up conversations to track progress

? Celebrate improvements and address ongoing challenges

By addressing these challenges head-on, you'll create a more resilient, adaptable, and high-performing team.

?? Reflect: What's the most challenging aspect of giving feedback for you? How can you use the STARTER? method to overcome this challenge?        

? The Wake-Up Call for Leaders

Phil and Jenny's "Coaching on the Go" isn't just a book – it's a blueprint for leadership excellence. If you're not applying these principles of effective feedback, you're not just falling behind – you're actively holding your team and organization back.

Remember:

"Feedback is not a one-off exercise, given when something has gone wrong, rather it is a regular process."

If you're not making feedback a consistent part of your leadership practice, you're not really leading. It's time to step up your game.

?? Launching Your Feedback Revolution

To truly revolutionize your leadership through effective feedback, consider these key steps:

? ?? Assess Your Current Feedback Practices

? Reflect on your current approach to giving and receiving feedback

? Identify areas where you might be falling into the "feedback fallacy"

? Seek input from your team on how they perceive your feedback style

? ?? Shift Your Feedback Mindset

? Embrace feedback as a tool for growth, not criticism

? View feedback conversations as opportunities for connection and development

? Commit to making feedback a regular, ongoing process

? ??? Implement the STARTER? Method

? Practice using each step of the STARTER? method in your next feedback conversation

? Pay special attention to the "Ask for their self-assessment" step, as this often gets overlooked

? After each conversation, reflect on what went well and what you could improve

? ?? Create a Feedback Schedule

? Set regular times for both giving and seeking feedback

? Include a mix of formal feedback sessions and informal check-ins

? Ensure you're providing feedback on both strengths and areas for improvement

? ?? Foster a Feedback Culture

? Lead by example by actively seeking feedback on your own performance

? Encourage peer-to-peer feedback within your team

? Celebrate instances where feedback led to positive changes or improvements

? ?? Continuous Learning

? Stay updated on best practices in feedback and coaching

? Attend workshops or seminars on effective communication and leadership

? Read books and articles on the subject to continually refine your skills

? ?? Measure Impact

? Track key performance indicators before and after implementing your new feedback approach

? Regularly survey your team on the effectiveness of your feedback

? Look for improvements in team morale, productivity, and overall performance

Remember, transforming your feedback approach is not a one-time event, but an ongoing journey of growth and improvement. As you implement these steps, you'll not only enhance your leadership skills but also create a more engaged, high-performing team.

?? Reflect: Which of these steps do you think will have the biggest impact on your leadership? Why?        

?? BONUS: Behavioral Experiments to Supercharge Your Feedback Skills

What is a Behavioral Experiment in Leadership?

?? A behavioral experiment in leadership is a practical, real-world exercise designed to help you improve your skills through intentional action and reflection.

Key Features:

• Time-Bound: Usually lasts 1-4 weeks
• Focused: Targets a specific skill or behavior
• Action-Oriented: Requires you to do something different
• Reflective: Includes analysis of outcomes
• Low-Risk: Conducted in a controlled, familiar environment

Why Try Behavioral Experiments?

1. Learn by Doing: Apply theories in real situations
2. Safe Practice: Test new approaches with minimal risk
3. Personalized Growth: Tailor experiments to your needs
4. Measurable Results: Observe concrete outcomes
5. Habit Formation: Create lasting behavioral changes

How to Get Started:

1. Choose a specific leadership skill to improve
2. Design a small, achievable change in your behavior
3. Set a timeframe (start with 1-2 weeks)
4. Implement the change consistently
5. Reflect on the results and adjust as needed

Remember, the goal is gradual, sustainable improvement. Start small and build up!

Ready to take your feedback skills to the next level? Try these behavioral experiments to put your new knowledge into practice:

?? The "Daily Micro-Feedback" Challenge

? Commit to giving one piece of specific, positive feedback to a team member each day

? Keep it brief, sincere, and focused on behavior or results

? Track the impact on team morale and performance over a month

?? The "Feedback First" Exercise

? For one week, start every one-on-one meeting by asking for feedback on your leadership

? Practice active listening without becoming defensive

? Reflect on how this changes the dynamic of your relationships

?? The "STARTER? Mastery" Project

? Use the STARTER? method for all feedback conversations for two weeks

? Keep a journal of your experiences and the outcomes

? Identify which steps you find most challenging and focus on improving them

?? The "Feedback Culture" Experiment

? Introduce a 5-minute feedback round at the end of team meetings

? Encourage team members to share one thing someone else did well and one suggestion for improvement

? Observe how this impacts team communication and performance over time

?? The "360° Feedback" Challenge

? Set up a simple, anonymous feedback system for your team

? Ask for feedback on your leadership in specific areas (e.g., communication, decision-making, support)

? Share the aggregated results with your team and create an action plan based on the feedback

Remember, as Phil and Jenny emphasize, effective feedback is a skill honed through practice and reflection. These experiments will help you apply the principles from "Coaching on the Go" in real-world scenarios, accelerating your growth as a leader and empowering your team.

?? Final Reflection: Which of these experiments are you most excited to try? How do you think it will impact your leadership and your team?        

Give these experiments a try and share your experiences in the comments! Let's learn from each other and revolutionize our leadership together.

#LeadershipRevolution #FeedbackMastery #CoachingOnTheGo #UnleashYourTeam #FutureOfLeadership