Feedback is a Gift
By: Jennifer Franko, Renogize Coach & Account Manager
You may have heard the phrase, “Feedback is a gift.” When I say that while teaching leaders about the importance and value of feedback, I usually get a few eyerolls.
I get it. Feedback is perceived by many people as difficult, confrontational, and/or uncomfortable.
But the truth is, when given with pure intentions, feedback really is a gift.
We know how difficult it can be to offer it to a fellow colleague, direct report, or upline leader, and
A person can’t do anything about a potential blind spot unless a caring colleague or leader helps them see it.
As leaders, creating a culture of feedback is critical to building and maintaining a cohesive team.
What do I mean by a cohesive team?
According to Patrick Lencioni’s model for teamwork and The Five Behaviors®, A Wiley brand, the behaviors of a cohesive team are vulnerability-based trust, productive conflict, commitment, accountability, and team-based results. These behaviors involve giving and receiving feedback constantly, day-in-and day-out.
What do I mean by creating a culture of feedback?
I mean you intentionally lead and engage your people in giving each other feedback so it becomes engrained in how the team functions. The discomfort often felt when giving feedback vanishes when it becomes a natural, common act of kindness within your team or organization.
As a leader and influencer, you have a huge opportunity to model healthy and helpful ways of giving feedback.
To provide feedback in a consistent and organized structure, consider adopting a feedback framework, such as BID: Behavior, Impact, Discover.
B – Behavior: Start by articulating and sticking to the facts about the actual behavior witnessed (something said, written, a non-verbal eyeroll or sigh, etc.), leaving out any personal opinions or perceptions.
I – Impact: Share your perspective about the impact of that behavior (perceptions can be shared at this point).
D – Discover: Engage with the person to whom you just gave feedback to discuss what they want to do with that new insight.
Be an intentional leader who provides feedback to help others grow toward becoming the best they can be and who enables others to learn how to give feedback so it’s weaved into the fabric of your team or organization.
