Imagine your organisation where feedback is embedded into your systems and processes. Imagine the difference in the performance of your team when Feedback Conversations are expected, welcomed and valued.
‘Hey, come and work with us! We have a culture where you’ll be supported to learn and grow in your role because we’ll provide you with regular, high-quality feedback conversations.’
Ask your potential team members what they think about feedback. ‘Tell us a time where you found feedback really useful’. ‘Share an example where you offered feedback’.
‘Congratulations and welcome to our team. Once you have settled in, we’ll have a conversation about our future feedback conversations. For example, we will talk about how we will have feedback conversations at our fortnightly one on ones, our annual performance reviews and every day, in-the-moment feedback…’
Imagine when all your leaders:
Understand the simple three-step process for offering feedback.
Are able to identify and manage defensiveness or resistance in others when offering feedback.
Have the tools and strategies to offer feedback in an effective way to those who take it personally.
Understand how to offer feedback in a way that empowers others to improve their performance.
Have an increased ability to use questions rather than 'telling'.
Have the language to have conversations that hold people accountable.
Feel more confident in offering useful feedback.