As leaders we often forget how important a feedback conversation is to one of our team. To you and me, giving feedback might seem like a simple straightforward conversation but that couldn’t be further from reality. Even the smallest, seemingly insignificant, feedback can be taken the wrong way.
Here’s an overview of the 3 steps I share with my clients to ensure the feedback they provide greatly enhances the likelihood that it lands well and is taken on board.
Step 1 – Preparation
One of the biggest contributors to poorly delivered feedback is a lack of preparation. Always be prepared … it can make the world of a difference to a team member’s acceptance of the feedback and motivation to change.
In order to prepare effectively we need to consider the following:
- Outcome – Get really clear about the outcome you would like to achieve when giving this particular feedback.
- Action – What actions do you need to take in order to effectively achieve your outcome? Is it a formal meeting, a walk and talk, or some other approach you think would work best?
- Obstacles – Ask yourself, what might prevent me from achieving this outcome? Write these down; the devil is often in the details.
- Solutions – Once you’ve analysed the obstacles what are the solutions you need to put into place to overcome these?
Step 2
Once you’ve done your preparation the next step is to formulate your feedback. It’s important to have a range of feedback strategies in your toolkit so that the exchange is conversational, two-sided, and more meaningful for your team member. The ol’ feedback sandwich can be effective but if it’s the only tool you have it becomes very staid and very predictable very quickly! I have a range of feedback approaches I like to use including the ‘Ask First’ approach; the ‘You Choose’ approach, the ‘Outcome’ approach, the ‘Next Time’ approach, the ‘I Statement’, the ‘SBI Model’, and so on. It’s important to pick the right feedback approach to fit the situation and the outcome you’re after.
Step 3
Now, with enough attention given to steps 1 and 2 we’re ready for the conversation. No matter how much preparation you do though, it’s impossible to predict how a person will react when they receive feedback, especially feedback they are uncomfortable with. Using the following approach will greatly enhance a successful outcome:
- Own your own state.
- Deliver the feedback.
- Ask them for their thoughts.
- Understand and empathise.
- Agree on a way forward.
- Inspire them to move forward.
You can access this strategy for delivering feedback in more detail and many more tools for building a high performing team in my new book ‘Now, Lead Others’.
If you’re interested in hearing more tips about how you can Unleash Your Potential or that of your team, please feel free to subscribe below or drop me a note. I’m always happy to share ideas and help where I can.
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