November 11, 2014
Feedback – the breakfast of Champions
In a previous post we started a conversation about how feedback can be a wonderful tool to support our own and others growth, and the growth of relationships.
I often hear people refer to either ‘good’ or ‘bad’ feedback. My thinking, however, is that if its real feedback it can’t ever be anything but positive. The caveat here, though, is that not everything we receive or deliver is actually real feedback, and not always delivered in the most effective way.
Great feedback can build trust in a relationship, and an organisation, like nothing else. Imagine if your working environment was feedback-friendly, and feedback rich –if everyone felt safe to communicate appropriately in a way that developed understanding, grew skills and capabilities, and enlivened relationships. Imagine the boon of everyone being able to positively impact everyone else’s experience by being able to give and receive feedback that was always delivered with good intentions and grace.
We believe this is a real possibility –for any organisation, and I invite you to start using ‘real’ feedback as a tool to grow yourself, your people, and your organisation.
Remembering the two types of feedback we have spoken about in the past - (Feedback for the purpose of growth, and feedback that is feeding back into the system information about how you experience something) – there are some rules of engagement that are worth bearing in mind:
Checking your thinking against this list prior to delivering feedback can help you ensure that you are embarking on a productive, creative effectiveness enhancing endeavour and not a process that is likely to cause pain to everyone involved.