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How to Give Feedback People Can Actually Use

Strategic developmental feedback

Strategic developmental feedback
  • Big-picture focused;
  • Organizationally aligned;
  • Behavioral and specific;
  • Factual, not interpretive;
  • Both positive and negative;
  • Focused on patterns;
  • Linked to impact;
  • Prioritized.

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IDEA EXTRACTED FROM:

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

hbr.org

1

Key Idea

Strategic developmental feedback

  • Big-picture focused;
  • Organizationally aligned;
  • Behavioral and specific;
  • Factual, not interpretive;
  • Both positive and negative;
  • Focused on patterns;
  • Linked to impact;
  • Prioritized.

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SIMILAR ARTICLES & IDEAS:

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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David Collis - Harvard Business School professor

“Most executives cannot articulate the objective, scope, and advantage of their business in a simple statement. If..."

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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The Pressure Of Time

Most leaders have familiar approaches to managing time: setting goals, planning, delegating, tracking commitments, and creating to-do lists. While these approaches do help in self-organization, the...

Sustainable Productivity

Instead of increasing the number of productive hours, we can focus on getting the right things done in a timely way. We also need to restore and balance ourselves, our colleagues, family and environment, instead of a neurotic or pathological focus on deadlines.

Find out what's truly important to us and use the finite resource of time wisely.

Phantom Workload

Phantom workload looks like real work but results in massive unproductivity and even conflict in an organization. The pressure to meet unrealistic expectations causes a vicious cycle of further workload.

Leaders need to take a hard look at what is being avoided or not addressed. Facing difficult tasks that were 'swept under the carpet' earlier strengthens them further to make hard decisions and face difficult people and situations.

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