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How to Give Feedback People Can Actually Use

Strategic developmental feedback

Strategic developmental feedback

Strategic developmental feedback requires careful thought and insightful construction, in order to help someone learn and improve. It should be:

  • Big-picture focused
  • Organizationally aligned: it should take into consideration the values of your organization
  • Behavioral and specific (should be clear and based on real accomplishments)
  • Factual, not interpretive
  • Both positive and negative (both positive and negative feedback work and fuel for real change)
  • Focused on patterns, not on specific events
  • Linked to impact.

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How to Give Feedback People Can Actually Use

How to Give Feedback People Can Actually Use

https://hbr.org/2017/10/how-to-give-feedback-people-can-actually-use

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David Collis - Harvard Business School professor

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David Collis - Harvard Business School professor
Invite Dissent To Build Others’ Commitment

An executive needs those she leads to translate strategic insights into choices that drive results. For people to commit to carrying out an executive’s strategic thinking, they have to both understand and believe in it. But repeated explanations don’t necessarily increase people’s understanding and ownership of strategy. Making them discuss the pros and cons of it make it so the problem is better understood and flaws are identified and fixed increasing ownership for success.

Identify The Strategic Requirements Of The Job

When someone is promoted into a function that requires strategic leadership it’s easy to spend time fixing what was wrong in their previous function but that often isn’t what the strategic leadership position requires. So, identify the strategic requirements of your job and focus on them.

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Feedback
Feedback

Feedback provides an opportunity to gain insights about a person's personal and professional actions.
Without feedback, we will move in the same direction without realizing our shortcomings. ...

Types of feedback
  • Positive vs. negative. Positive feedback confirms that someone is taking good action, while negative feedback shows what actions need to be corrected.
  • Formal vs. informal. Formal feedback is given on a set schedule, and informal feedback is short and follows after an action or event.
  • Annual vs. monthly
  • Verbal vs. written
  • Manager vs. peer
Effective feedback
Effective feedback is:
  • Objective. Don't let your personal feelings get in the way.
  • Timely. Feedback should follow when the event is still fresh.
  • Constructive. Give respect and show that you have their best interests in mind.
  • Actionable. Feedback must include immediate next steps.
  • Warranted. Give your employees room for mistakes and learn from them.

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Feeling included in organizations
Feeling included in organizations

What leaders say and will contribute up to 70 % to whether an individual will feeling included. 

The more people feel included, the more they speak up, go the extra mile, and collabor...

Traits inclusive-leaders share
  • They articulate an authentic commitment to diversity, challenge the status quo, hold others accountable, and make diversity and inclusion a personal priority.
  • They are modest about capabilities, admit mistakes, and create the space for others to contribute.
  • They show awareness of personal blind spots, as well as flaws in the system.
  • They demonstrate an open mindset and deep curiosity about others.
  • They are attentive to others’ cultures and adapt as required.
  • They empower others and focus on team cohesion.
The most important trait

If a leader wants to know what is the most important trait, commitment is the most critical.
For those working around a leader, the single most important trait is a leader's visible awareness of bias - a leader that constantly challenges their own bias and encourage others to note their pre-conceived leanings. Raters also care about humility and empathy.

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