Leader's Mindset Series -101 | How to Create a Culture of Feedback?

Feedback is essential for professional growth and development and it can also build trust, enhance communication and strengthen teamwork. To create a culture of feedback, effective leaders model how to both provide and receive feedback so that everyone has the opportunity to learn and grow at work, and drive excellence in everything they do.

Research shows that high-performing teams share over five times more positive feedback than low-performing teams.

Common Mindset: I give feedback so that I can fix people’s problems.

Leader’s Mindset: I give and seek feedback to elevate the entire team.

Conditions to Foster a Culture of Feedback

• Challenge team members to get better by offering opportunities to stretch their thinking and behavior. Set the expectation of sharing frequent feedback. 

• Encourage openness by creating a safe and respectful environment where team members know that they can and should – think, act and speak to drive a culture of constructive feedback without being judged or reprimanded. 

Key Practices

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Giving Feedback

• Before giving feedback to your team members, reflect on - “Why does this feedback matter?” 

•  Choose the right environment and timing for giving feedback. 

•  Take the following steps to provide effective feedback: 

Context: Provide the context first to anchor the feedback 

Situation: Explain the situation and raise awareness 

Behavior: Focus on the behavior, not the person 

Impact: Explain the impact of the behavior 

Expectations: Clarify expected behavior 

• Inspire, offer support and build confidence 

Seeking Feedback

• Remember, it takes courage and humility to seek feedback. 

• Decide whom to ask for feedback. 

• Be specific about what kind of feedback you’re seeking — and why. 

• Give the person you’re requesting feedback from time to prepare. 

• Plan for a specific time for the feedback as necessary 

• When you receive the feedback, listen respectfully. 

• Be sensitive to the power dynamics, both when you ask and when you listen. 

• Ask clarifying questions. 

• Say thank you (and mean it).

Don't forget, creating the right conditions is the first step.

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Author:

Sahil Sharma
Talent, Learning & Leadership Development Professional | Certified Leadership Coach
CTDP | MBA

For consultation and services, contact us at www.ledxlearning.com