For a friendly chat about how ICE can help you, your organisation or community there are numerous ways to get in touch.
Feedback is often talked about by leaders as vitally important, however the skills to ensuring that feedback is effective and leads to improvements are still lacking. Poor feedback is at the heart of disengagement and fosters the disconnections that mean we find ourselves in the economic climate, with rampant industrial action and huge pressures on our health and care systems. Feedback requires engagement. Engagement produces feedback.
The difference between frustrated criticism and constructive critiques is engagement.
High-quality feedback skills have never been more essential for leaders. Feedback is often mistaken to be criticism when, at its best, it's a helpful, engaging conversation bringing clarity and innovation to a situation. When handled correctly, every piece of feedback improves either the understanding of the situation/process or improves the situation/process.
Feedback improves either the understanding of the situation/process or improves the situation/process.
Feedback is a two-way street. We must be ready to have our misunderstandings corrected. When we receive feedback, we must be prepared to fix the understanding. Engaged people provide feedback to build generative ideas with openness, improving team satisfaction and delivery quality, all while deepening trust.
The quality of the feedback within your organisation reflects the quality of relationships within your organisation. To increase the effectiveness of the feedback we receive we need to invest in improving the level of psychological safety and the clarity of our mission and behaviours, our narrative - who we are and what we do.
"Clear is Kind. Unclear is Unkind” - Brene Brown
Meanwhile, criticism is the art of finding fault with someone or something. In many cases, criticism stumbles into labelling the person with an identity because of the faults in their behaviour, it seldom results in what most people want to achieve in feedback. It either creates a new perspective and improves decision making in the future, or checks current understanding, especially regarding strategic direction, to increase clarity for your team objectives, behaviours, and intent.
Three steps to perfect Clean Feedback
Step 1 - EVIDENCE
The facts - what happened. What was the lived experience?
Avoid feeling and assumptions here.
Step 2 - INFERENCE
What is the perspective and understanding of this experience, from all involved in this feedback conversation? This may not be total reality but is a collection of perspectives.
“It made me think you are unclear about what we agreed”, “This policy prevents me from...”
Step 3 - IMPACT
The outcome of your collective perspectives will lead to improved understanding and clarity, or an improved system or process.
“I think you misunderstood the deliverable, let’s go through it again”, “That is a helpful change to the setup, let’s make sure it connects across the board and implement”.
If you would like to know more, we can share our resources with you. Please contact Paul.Dundon@icecreates.com