Trapped in a cycle of feedback that makes no difference?

SIX SITUATIONS OF FEEDBACK

"The Six Situations of Feedback" offers an empowering framework that helps leaders provide feedback that inspires growth and improvement. By recognizing the unique situations where feedback can create positive change, leaders can engage in impactful conversations that lead to better collaboration and team success.

1. Positive Affirmation:

Positive affirmation means consistently recognizing positive behaviors. During one project, I made it a point to affirm each team member daily. Whether it was a detailed report or a positive attitude, I found something to praise in each person every day. This simple, consistent practice boosted morale and motivation, fostering an environment where everyone felt valued and inspired to excel.

2. Feedforward for Functional Hard Skills:

Feedforward differs from traditional feedback by focusing on future behaviors rather than critiquing the past. I once worked with an employee who struggled with a particular technical skill. Instead of highlighting their past mistakes, we set specific, actionable goals to develop their skills. This shift from feedback to feedforward transformed their performance, as they felt empowered and guided towards improvement.

3. Feedforward for Emotional Soft Skills:

Navigating people skills like communication and empathy can be challenging, especially when giving feedback. I learned this firsthand with a team member who lacked the confidence to assert their ideas. By offering feedforward that emphasized the importance of sharing their voice in meetings, they gradually grew more comfortable expressing their ideas, which improved our team's collaboration.

4. Coaching for Limiting Beliefs:

Limiting beliefs can hold back even the most talented employees. During one performance review, a high-potential team member expressed doubt about their ability to take on more responsibility. Coaching them through their limiting beliefs and offering consistent encouragement helped them realize their potential. They soon took on more significant challenges and delivered outstanding results.

5. Fire Fast:

One of the hardest lessons I've learned is recognizing when to part ways with an underperforming team member. This can be hard, but holding on to someone who isn’t a fit hurts the team’s morale. After a difficult conversation with an employee who consistently missed deadlines, we both realized it was time to move on. This decision ultimately strengthened the team by allowing others to step up and improve overall performance.

6. My Own Triggers:

Navigating my own triggers has been essential to useful feedback. During one meeting, I recognized my defensive reaction to a colleague's suggestion as a personal trigger. By reframing my thoughts, I embraced their feedback as a valuable contribution, improving my response and strengthening the team's dynamic.

A Strong Feedback Culture:

A strong feedback culture empowers teams to thrive. By embracing the insights from "The Six Situations of Feedback," leaders can cultivate an environment where feedback is a tool for growth and positive change, leading to a thriving and successful team.

When you want to implement these concepts or other people skills, tools, and methods in your team, contact me at [email protected].