Giving and receiving feedback can be a tricky thing. Done well, effective feedback can share insights to improve performance, challenge perceptions, and support new insight and growth. Done poorly, it feels, well… terrible.
Although many of us want helpful and constructive feedback, the idea that we will receive negative or critical feedback makes us hesitant to ask.
In our Change Conversation session, we explored some new ways of thinking about feedback and how we can apply it to our change practice.
We talked about the inherent difficulties around feedback. We highlighted that done poorly, feedback can:
- Focus on shortcomings vs strengths
- Based on flawed assumptions and hidden biases
- Depend on what excellence looks like based on other people’s opinions
But done right, we share that based on research from Qualtrix, actioned feedback can boost engagement:
We also talked about how we can reposition feedback as tool to make improvements, and that by taking new perspectives it can fuel new thinking and growth. In fact, many people are happy to offer feedback, it is often the case that we forget to ask.
WHAT WE LEARNED
The group had some great practical ideas and suggestions:
The conversation about feedback with other change practitioners was inspiring. It highlighted that we all know the power of effective feedback, and that many people will share … if you just ask.
Coming together with this group was an important reminder that we are all learning and growing together and I appreciated being part of a shared experience!