Hellooo everyone and welcome back to the third edition of our Newsletter! ??
Suhana here again with you today and I’m excited to share that we’ve passed the 1500 subscribers mark! It brings me (and the rest of the team) so much joy to see so many of you are eager to learn about mentoring and develop the key leadership skills that make great mentors.
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- The power of feedback: why it matters and how to get it right
- Want to know how to ask powerful questions to your mentee, colleague, peer, friend? Read on!
The power of feedback: why it matters and how to get it right
Feedback plays a pivotal role in our growth, both personally and professionally. It's the tool that highlights our strengths and identifies areas for improvement. Yet, giving feedback isn't always easy. We've all worried about how it will be received or struggled with how to phrase it - you're not alone! So let's explore why feedback is so important, the common challenges in giving it, and some great tools to make the process smoother - because in the end, it’s all worth it, trust me.?
Why feedback matters
- It promotes growth and development: Regular, constructive feedback helps individuals realise their potential and work on their weaknesses. For instance, one of my challenges is to be... rather direct with my feedback, which can sometimes make me come across as a bit abrasive (ironic, I know, given the topic). I’m working on it, starting with timing (more on that later). Did you know that employees who receive frequent feedback are 2.8 times more likely to be engaged at work? (Thanks, Gallup!)
- It improves performance: Feedback isn’t just nice to have; it’s a game-changer. According to Harvard Business Review, a whopping 72% of employees feel their performance would improve with more frequent feedback.
- It builds relationships: Good feedback fosters trust and open communication. This helps build stronger, more collaborative teams. Gallup also found that effective feedback leads to higher levels of trust within teams. This is front and centre in our team at
The Human Edge
. Just yesterday again, we recognised how this approach has helped us find better solutions as a team.?
- It encourages continuous improvement: A culture of feedback drives continuous improvement, pushing everyone to strive for excellence.
But let's not sugarcoat it—giving feedback can be tough
Some of the common hurdles:
- Fear of negative reactions: Many of us fear that our feedback, especially when it’s negative will be met with defensiveness or hurt feelings. It can lead to decreased motivation and increased stress if not handled well. This is probably the most common challenge.?
- Lack of confidence: Sometimes, we doubt our own insights or feel unqualified to provide feedback, especially in teams where hierarchy is a thing. We’re hardly trained to give feedback - but read on!
- Clarity and specificity: Providing feedback that is clear, specific, and actionable can be difficult, especially if the giver is not experienced in delivering it.
- Timing and context: Finding the right moment and context for feedback is crucial but often difficult. Feedback given at an inappropriate time for both the giver and the receiver can be counterproductive. Going back to my abrasive feedback, I used to deliver it while still riding the emotional roller coaster of the situation—definitely not recommended! Just take a pause. Breathe in. Breathe out. Wait until the next day if needed. Don’t give feedback while high on emotions.?
Tools for effective feedback
To help you navigate these challenges, here is one of our favourite tools at The Human Edge, we use it after hosting a fireside chat (wink wink), launching a big project, or even in our annual reviews!
But first, remember that Effective feedback is:
- Actionable, specific and descriptive, with measurable facts and examples as the basis???
- Frequent and ongoing (rather than only offering feedback one time a year)?
- When the receiver is able to understand it?
- About the behaviour that can be changed (suggest alternative positive behaviour) – it’s not about the person?
- Given at the appropriate time (usually the soonest after observation but in an appropriate setting and through an appropriate channel)?
- Collaborative and open to discussion, giving time for the person(s) giving and receiving feedback to ask questions?
- A balance of positive and constructive feedback?
Introducing the WEK Model
The WEK Model is a straightforward and positive approach to giving feedback, focusing on:?
- What went well: Identify the specific elements and behaviours you observed.
- Even better if: Identify the elements that could be improved for next time
- Keep doing: Highlight what the person should continue doing because it's effective.
Example: "In today's presentation, your clear explanations and engaging visuals really helped everyone understand the complex data (What went well). It would be even better if there’d been enough time for an Ask me anything session (Even better if). Keep up the great work with these presentation techniques (Keep doing)!”
Want to know more? Luckily for you we’re hosting a whole fireside chat on the topic on Thursday 11th July, at 1PM UK Time! ?? Our experienced mentors
Richard Bellars FRSA
and
Christine Francis
will join us and share practical insights on delivering feedback that inspires growth, overcoming the fear of difficult conversations, and addressing blind spots with empathy. They will also delve into mastering the art of constructive criticism.
Want to know how to ask powerful questions to your mentee, colleague, peer, friend?
Last month we hosted a fireside chat with
Ann Gitari
and
Duncan Battishill
(thank you again!) about powerful questions that foster deeper reflection and alleviate unproductive feelings.
Duncan demonstrated a "question burst" exercise that visibly transformed our participants' perceptions through thoughtful questioning. The exercise highlighted how powerful questions break down complexities, inspire creativity, and shift perspectives. We encourage you to incorporate this technique into your practice and leverage it for personal growth as well ??
The key takeaways included:
- Shift from advising to questioning: Effective mentoring involves asking questions that prompt mentees to explore their challenges deeply.
- Characteristics of powerful questions: They are contextually relevant, promote deep reflection, are open-ended (like the 5 Whys technique), and lead to actionable insights.
- Contextual awareness: Effective questions stem from active listening and observing cues such as body language and language patterns.
- Types of powerful questions: These include action-oriented, reframing, open-ended, challenging, reflective, and clarifying questions.
Emphasising active listening, these techniques can enhance personal growth and mentoring effectiveness.
Watch the full recording:
Before we wrap up, here are some additional resources related to both topics:?
- "Super Communicators: How to Unlock the Secret Language of Connection "?a book by Charles Duhigg that explores the 3 types of conversations we usually are in, and how to navigate them.
- "Questions are the answers"?by Hal Gregerson that delves in the conditions that give rise to catalytic questions—and breakthrough insights—and how anyone can create them.??
- Our book Mentoring Entrepreneurs: the Insider's Guide to Shaping Success (available on your local Amazon Store in paperback or Kindle) dives into what mentoring can bring to entrepreneurs and how it differs from other types of support
- Our Mentoring Skills and Practice Course delves deep into the tools, techniques and behaviours needed to build trust, understanding and to excel in any leadership role. Through live practice sessions and reflective activities, you'll gain the confidence to use them and excel in your mentoring role.?
To get our other Monthly Newsletter, where we cover more mentoring-related topics and frequently seek mentors and mentees for our programmes, simply subscribe here to have it delivered directly to your inbox.
If you are interested in learning how you could bring mentoring to your work and how mentoring-centred personalised learning programmes can enhance the impact of your initiatives, contact us now at [email protected].
