Feedback – a word that can elicit mixed emotions for many. Does anyone really like feedback?
As an executive coach specializing in creating inclusive environments for C-suite leaders and people managers, I've come to understand the nuances of giving and receiving feedback. It's not easy to hear what you did wrong or to endure the infamous "sandwich method" of feedback delivery –starting and ending with positive comments, sandwiching the constructive criticism in the middle. Ouch.
Learning to appreciate feedback is a journey and one coaching client's struggle with providing feedback highlights the impact of past traumatic experiences with supervisors. This underscores the importance of leadership development, where feedback becomes a gift rather than a source of discomfort.
If this resonates with you, read on as we explore how working with a coach can transform your relationship with feedback.
Setting the Tone:
Senior leaders have a unique opportunity to set the tone for their teams. By embodying the standards they aspire to achieve, they can cultivate a culture of constant improvement. However, the simplicity of this idea denies the challenges that can arise in the feedback process. The key lies in fostering a business environment where openness, adaptability, and a shared commitment to growth become the norm.
The Power of Coaching:
Engaging with a coach provides a valuable opportunity to explore your aversion to giving impactful feedback. Rather than relying on static prescribed questions, coaching delves into the deeper "why" behind the input. A coach can guide you in understanding the root causes of reluctance and help you develop strategies to overcome barriers to effective feedback delivery.
Learning from Experience:
Reflecting on personal experiences, I recall instances where I received feedback in ways that were textbook wrong. These experiences, though initially scarring, became growth opportunities. As a supervisor and manager, I learned that providing constructive feedback requires more than expressing opinions; it necessitates offering concrete examples for improvement. This insight became a guiding principle in my approach, emphasizing flexibility and understanding in leadership development.
Moving Beyond the Charlie Brown Teacher Moment:
Feedback should not be a Charlie Brown teacher moment – a series of incomprehensible sounds without apparent meaning. Working with a coach can equip you with the tools to move beyond static, ineffective feedback methods. Together, you can explore dynamic approaches that focus on specific examples, fostering growth and enhancing flexibility.
Feedback is a powerful tool for growth when approached with the right mindset and methodology.
As an executive coach, I encourage individuals to view feedback as an opportunity for improvement rather than a source of discomfort. Working together, we can transform your approach to feedback, creating a more inclusive and constructive environment where everyone thrives.
Share your comments on feedback - success and challenges. I'd love to hear from you.
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