In my years leading teams, I've come to firmly believe that one of the most critical aspects of effective leadership, and yet surprisingly rare, is the ability to give constructive feedback. It's a skill that I've cultivated throughout my career, and one I continue to see undervalued in today's workplaces. One of my team members recently told me that I was his first boss to ever give feedback rather than just rubberstamp what he asked for feedback on. I couldn’t believe it, but then again, I see it all the time and I have experienced it for myself, so there's a lot of this out there.
While I understand the hesitation - people often fear hurting feelings, desire to be liked, or simply avoid confrontation - the truth is that feedback is essential for growth and development. Here are some cold hard facts about this topic:
· Gallup data show that 80% of employees who say they have received meaningful feedback in the past week are fully engaged.
· That same article also states that employees are 3.6 times more likely to strongly agree that they are motivated to do outstanding work when their manager provides daily vs annual feedback.
In the risk management space, where influence without authority is key, I believe this is even more pronounced. Your feedback, as a leader, is not just helpful; it's crucial for empowering your team to navigate complex situations, make sound decisions, and ultimately master that "influence without authority" challenge.
So, let's reframe the narrative. Feedback shouldn't carry a negative connotation. It's a tool for positive growth and development, not a weapon for criticism. Here are a few thoughts that I use to guide me:
Embrace Constructive Feedback: Shift your mindset. Feedback is about identifying opportunities for growth and progress, not highlighting shortcomings. Always strive for a constructive approach that fosters improvement.
When you see it, say it (not just at the airport!): Don't wait for formal reviews. If you see something that needs addressing, provide feedback in the moment. A quick "Hey, just a quick piece of feedback..." can be immensely impactful. The same goes for praise. Give it immediately!
Know Your Audience: Everyone receives feedback differently. Ask your team members how they prefer to be given feedback - face-to-face, phone call, email? Tailor your approach to their individual preferences.
Follow Up and Adapt: Gauge how people respond to the feedback. Do they need time to process? Schedule a follow-up meeting. Are they quick to respond? Great! Adapt your communication style to their needs.
Consistency is Key: Don't just give feedback sporadically. Make it a regular part of your leadership style. Consistent feedback creates an environment of continuous learning and improvement.
Check In: After giving feedback, circle back with the recipient. Ask how they feel about the feedback and if they have any questions. This shows that you genuinely care about their development.
The "So What" Test: As my podcast co-host, Brian Tallon, so wisely reminds me, things should pass the "so what" test. Make sure your feedback is relevant, impactful, and clearly linked to the bigger picture.
I saw a LinkedIn quote today that prompted me to write this: "Leadership is a privilege. When you are in a leadership role, your influence may affect the trajectories of someone’s entire career and often their lives.” (www.leadershipfirst.net)
Let those words sink in. Without feedback, how can your team members grow? Are you willing to accept subpar performance simply to avoid a potentially uncomfortable conversation? What happens when your employees move on to a different role and are all of sudden confronted with actual feedback? Believe me, you are not helping them by rubber stamping everything they do.
Remember, as a leader, your feedback is an investment in your team's future. Embrace it, cultivate it, and role model it. And here's the good news: the more you do it, the better you get at it, the easier this will be. #embracethesuck
Now, I want to hear from you:
What are your biggest challenges when it comes to giving feedback?
What strategies have you found most effective?
Share your thoughts and insights!
Daniela
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