Effective Feedback Mechanism

Feedback - an ultra powerful tool but a dreaded one for many Leaders (at least for the first timers). How effectively a Leader uses this tool largely determines how effective a Leader they are.

Tools are effectively used only by skilled people. The combination of skills + tools yield great results only for those with the right mindset. Let us look at the trio of mindset, skillset & toolset to use for delivering Feedback to an individual in the team.

𝐌𝐢𝐧𝐝𝐬𝐞𝐭:

As I have mentioned in my earlier posts, Leadership is about ❝building people❞ while building things. That should be the fundamental mindset a Leader should have.

𝐒𝐤𝐢𝐥𝐥𝐬𝐞𝐭 & 𝐓𝐨𝐨𝐥𝐬𝐞𝐭:

With this mindset, a Leader has to skillfully communicate 2 things while delivering feedback:

1️⃣ appreciate the good work the individual did, so that they

. . . ▸know what is good work - in order to duplicate it

. . . ▸feel appreciated - hence encouraged

. . . ▸have a improved self image - to be able to accomplish more

2️⃣ clearly communicate what needs improvement and how to improve, so that they

. . . ▸clearly know the behavior/action they need to deviate from

. . . ▸know the steps to take to improve

. . . ▸have improved confidence on reaching the next level

But the divine is in the detail (yeah, positive version of 'devil is in the detail' 🙂). And here comes the details:

• The way the feedback is delivered can make it a positive experience for the receiver or a bitter one.

---- I follow the 2D feedback model by Dr. Tasha Eurich, as the model focuses on future rather than the past and it focuses on the action rather than the person. This way, people are ready to receive the feedback positively and ready to act on it. Video link explaining the model in comments.

• What level of rapport & trust is built with the individual over several weeks to months before the feedback meeting matters a lot - a whole lot.

---- I build vulnerability based trust as explained by Patrick Lencioni in his amazing book "The Five Dysfunctions of a Team". Video link explaining the 5 dysfunctions in comments.

• Knowing the career aspirations of the individual and aligning the feedback accordingly. This way the feedback becomes a great tool for the individual to stay on track to reach their own career goals.

---- And this is where regular 1-1s come into picture. The 1-1 meetings are great opportunities to build rapport, build trust and understand their career aspirations.

𝐒𝐮𝐦𝐦𝐚𝐫𝐲:

➤ Mindset - help the individual grow.

➤ Skillset - skillfully communicate appreciation of the good and improvement needed on what isn't.

➤ Toolset - 2D feedback model, vulnerability based trust, regular 1-1s.