Feedback is one of the most powerful tools we have for developing individuals and teams, for improving processes and systems, for enhancing quality and increasing productivity.
Feedback is best used when it’s embedded in an organisation’s culture – as a culture of feedback. It’s a shame that in so many organisations feedback is only given on special occasions, such as the end of a project or a personal review/appraisal. In a culture of feedback everyone is trained to help others by providing great feedback on a regular basis.
There are two aspects to giving great feedback, it is more than just expressing a view. The first aspect involves encouraging others to reflect on what they have done – it asks questions such as ‘what was your goal and what did you achieve?’, ‘what have you learnt?’, ‘how could it have been even better?’ The second aspect of feedback involves an objective assessment and sometimes a personal response, it looks at what was successful and what could have been better and how that might be achieved next time – it also praises and celebrates success.
In such a culture everyone is encouraged to ask for feedback, recognising that it is a way to grow and develop. They feel safe doing this because trust is endemic to the culture, there is a lack of blame and an absence of punishment – no-one needs to cover up or to justify their actions, it’s understood that people learn from mistakes.
I’m currently running a series of workshops designed to develop a culture of feedback – if you want to know more call me on 07932 657925 or email me at firstname.lastname@example.org
You can read a bit more about a culture of feedback on Ed Batista’s Harvard Business Review Blog ‘Building a Feedback-Rich Culture – http://bit.ly/19xH57Z