Skillfully Giving Feedback

Content and Delivery Matter

A leader’s success is measured by the success of their followers. Those followers want to know whether or not they’re doing a good job. Good leaders use skillfully given feedback to keep them in the know.

The Ups and the Downs

Feedback doesn’t just mean making sure they know what they’re doing wrong. If your followers were computer programs you could just fix the bugs and move on. But they are people. People with energy to be harnessed, emotions to be leveraged, aspirations to be fulfilled, and skills to be developed. Ignore these and your leadership won’t tap the full potential of your followers.

That does involve making clear where they’re coming up short. But it also requires appreciating their successes.

One Size Doesn’t Fit All

Each person you lead is unique. It’s your job as a leader to be a student of your followers – to learn the most effective way to motivate each person toward success. The way you like to give feedback doesn’t matter, it’s how they will most productively receive it that counts. Each person brings a history of experiences, culture, upbringing, and values that will shape how they respond to you. One person may need little affirmation but hungers for corrective guidance. Another may need nine affirmations for every correction. Some people will want the whole picture at once, others will need bite-size goals to work on one at a time. It’s your job as leader to learn what motivates each person toward success and lead them the way they need to be led.

How You Deliver It Matters

While it’s your job to tailor your feedback content and delivery to the needs of each person, here are some important considerations:

• Always keep in mind that YOUR GOAL IS THEIR SUCCESS. It’s not about what you want to say, it’s about what they’ll benefit most from hearing.
• Listen: Start with understanding their perspective before making assumptions and jumping to conclusions.
• Both good and bad feedback should always be timely – don’t procrastinate! Watch for teachable moments. Feedback given in the moment is best.
• Ask permission: “May I give you some feedback?” CAUTION: Unasked for advice is heard as criticism.
• Give POSITIVE feedback, e.g. “I appreciate your…” and GROWTH feedback, “You could be more effective if…”. In most cases, the popular “sandwich” approach (positive-negative-positive) is shallow. If you are consistently praising good behavior then any corrective feedback will already be in a positive context.
• CONTENT: Focus on behaviors and their impact. Confirm these are understood and agree on a clear, accountable plan for growth. Let them participate in shaping the growth plan to get their buy-in.

Create a Safe Environment

Many people fear they are doing something wrong and aren’t being told about it. Release them from that fear by providing frequent, clear, and beneficial feedback.