How to Feedback: Facts, Follow up & Keeping it Real
This is Part 3 of a series on how leaders can give better feedback, from a conversation with my friend and colleague, Annalise Koltai.
Each part includes a < 15 minutes video, key takeaways, reflection questions and resources. If you’ve checked them out, you are growing skills to give feedback so that your employees and teams do their best work. If you haven’t yet, no worries! Parts 1 & 2 are linked below.
I’d love to hear how you’ve used the tips and tools, what you’ve learned and if you have questions or FEEDBACK. Email me here any time.
Here’s Part 3 👇🏻.
Key takeaways
When leaders withhold feedback, they’re not fulfilling their role (Imagine an NFL coach not giving immediate feedback. That would just be dumb.)
The most effective feedback includes:
Facts and observable behaviors
Impact of the behavior
Inquiry—check in with the person on how they see the situation
Follow up—agree on what will happen next and by when
If good feedback conversations are for growth, learning and success they have the potential to be enriching experiences (maybe even fun)
Reflection Questions
What would be possible if you go into a feedback conversation with an open perspective and a sincere interest to learn and understand rather than getting stuck in “being right”?
What shifts for you when you see your employees as creative, resourceful and whole, rather than as people who need fixing?
What changes could you make in your feedback process so that your people look forward to getting it?
Resources
Crucial Conversations by Joseph Grenny, Kerry Patterson, Ron McMillan, Al Switzler, and Emily Gregory
Say What You Mean by Oren Jay Sofer
More in this series:
How to Feedback Part 1—What Makes It So Hard?
How to Feedback Part 2—To Give it You’ve Got to Get it
Part 4 of our How to Feedback Series is coming to you in August. It’s all about how to receive feedback, regardless of how it’s given. You won’t want to miss this one 🙂.