Volume 7: The Art of Feedback

Date: 28th November 2024

Hello, Leaders!

This week, we’re diving into one of the most essential yet challenging aspects of leadership: Feedback.

Constructive feedback fuels growth, improves relationships, and drives better results—when done effectively. In this issue, we’ll explore strategies to give and receive feedback with clarity and empathy, building a culture of open communication in your organisation.

A. The Art of Feedback: Giving and Receiving Effectively

Feedback is one of the most powerful tools in a leader’s toolkit. When delivered effectively, it enhances performance, builds trust, and fosters growth. But giving and receiving feedback is an art—not a one-size-fits-all process. Missteps can lead to defensiveness, confusion, or disengagement, while well-crafted feedback can drive positive change and strengthen relationships.

Why Feedback Matters

Feedback serves as a roadmap for improvement. It helps employees understand what they’re doing well and where they can grow. Constructive feedback addresses challenges head-on, while positive feedback reinforces desired behaviors. Together, they create a balanced approach that nurtures personal and professional development.

For leaders, feedback also goes both ways. Inviting feedback from employees shows humility, promotes collaboration, and helps refine leadership practices.

Strategies for Giving Feedback Effectively

1. Be Specific and Actionable Avoid vague comments like, “You need to improve your communication skills.” Instead, focus on specific behaviours and their impact. For example: “During yesterday’s presentation, I noticed some of the key points got skipped, which confused the audience. Next time, let’s make sure the outline is clear and we address all critical points.” Specific feedback like this offers clarity and a clear path for improvement.
2. Balance Positives and Opportunities The feedback sandwich—a positive comment followed by constructive feedback and ending with another positive—can soften the delivery of criticism. For instance: “Your report was thorough and detailed, which is great. One area to consider is shortening the executive summary to make it more concise. Overall, it’s clear you put a lot of effort into this, and it shows.” This approach maintains morale while addressing areas for growth.
3. Be Timely and Relevant Feedback should be given close to the event or behaviour it relates to. Delays reduce the impact and make the feedback less actionable. For example, if an employee struggles with meeting deadlines, address it after the next occurrence instead of waiting for a quarterly review.
4. Use a Collaborative Approach Feedback should be a two-way conversation. Ask questions like, “What challenges are you facing with this project?” or “What support would help you improve in this area?” Collaborative dialogue empowers the recipient and fosters a problem-solving mindset.
5. Be Empathetic and Non-Judgmental Approach feedback with empathy. For example: “I understand that juggling multiple projects is challenging, but missing deadlines affects the team’s workflow. Let’s work together to adjust priorities or identify bottlenecks.” This tone reduces defensiveness and shows you’re invested in their success.

Examples of Effective Feedback

1. Positive Feedback Example: “Your facilitation during the team meeting was excellent. You kept everyone engaged and ensured all voices were heard. Keep up that great energy—it really enhances collaboration.”
2. Constructive Feedback Example: “Your emails often contain valuable insights, but they’re sometimes too long, which can be overwhelming for readers. Let’s work on condensing key points for quicker understanding.”
3. Feedback with Collaboration Example: “I noticed the recent project didn’t meet the initial timeline. Can we discuss what challenges came up and how we can adjust to prevent delays in the future?”

Receiving Feedback Gracefully

Effective feedback isn’t just for employees; leaders need it too. Ask for feedback from your team with questions like, “What could I do differently to support you better?” or “Are there areas where my communication could improve?” Listening actively, without defensiveness, fosters trust and opens the door for meaningful improvements.

Feedback is a cornerstone of personal and professional growth. By delivering it thoughtfully—with specificity, empathy, and collaboration—leaders can guide their teams to success while strengthening workplace relationships. When feedback becomes part of your culture, it drives continuous improvement and creates an environment where everyone can thrive.

B. Highlights

1. 3 Quick Hacks for Better Feedback

• Ask Before You Give: Start with, “Can I offer you some feedback?” to ensure the recipient is ready to engage.
• Use “I” Statements: Speak from your perspective to avoid sounding accusatory. For example, “I noticed...” instead of “You always...”
• Follow Up: Check in later to see if the feedback helped and discuss progress.

2. Do’s and Don’ts for Constructive Feedback

• Do: Focus on behaviour, not personality.
• Don’t: Criticise publicly—feedback should be private.
• Do: Stay calm and composed.
• Don’t: Avoid tough conversations—it’s better to address issues early.

3. Hack: The Sandwich Method of Feedback

The sandwich method is a simple yet effective way to deliver feedback while maintaining a positive tone. It involves “sandwiching” constructive feedback between two pieces of positive feedback.

How it works: Start by highlighting something the person did well. Then, provide constructive feedback on an area that needs improvement. Finally, end with another positive note to reinforce their strengths and leave the conversation on an encouraging tone.

Example:

• “Your presentation was well-researched and engaging, which really captured the audience’s attention. One area to work on is sticking to the time limit to ensure everything fits within the schedule. Overall, it’s clear you put a lot of effort into preparing, and it showed!”

This method helps reduce defensiveness, making the recipient more open to constructive feedback while maintaining their confidence.

C. Resources for Mastering Feedback

1. "Radical Candor" by Kim Scott A must-read book that teaches leaders how to deliver feedback with both care and clarity, fostering stronger relationships and better results.
2. The "Feedback Culture" Podcast by People Managing People A podcast exploring real-world tips and examples for building a feedback-rich culture in organisations of all sises.
3. Officevibe An employee engagement platform with tools for anonymous feedback, pulse surveys, and one-on-one tracking to improve team communication.

D. Quote of the Week

"Criticism, like rain, should be gentle enough to nourish a man’s growth without destroying his roots." — Frank A. Clark

Explanation: This quote emphasises the importance of delivering feedback in a way that supports growth without causing harm. Gentle, constructive feedback encourages progress and trust, creating a foundation for long-term development.

Thank you for reading this edition of Lead The Way!

Feedback is the key to growth—both for individuals and organisations. We hope these insights help you create a culture of open communication and continuous improvement in your workplace.

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