Management Perspectives

In today’s ever-evolving professional landscape, communication becomes the root of collaborations and conflicts. Taking the form of honest feedback, it assures people that the leadership is invested in aligning their purposes with the organisational objectives. Its absence can leave employees without the much-needed guidance that can fuel their inner passion to contribute to the greater good.

However, the formerly unquestioned adage that “any form of feedback surpasses none,” has undergone a profound transformation. Only when utilised mindfully can feedback create impact and act as the linchpin that cements a strong bond between leaders and their teams.

Feedback, as it appears, is not a one-size-fits-all solution. It is as diverse in shaping the behaviours and actions of an individual as their individual skills and journeys are.

How does impact feedback outweigh other methods?

Leaders are supposed to highlight the areas where employees are lagging behind to accelerate their growth without being authoritative. The solution is to focus on the impact their input will create. Refraining from using a label to criticise or reward your people should be the correct approach. Although being curious to get a clear idea of what interests someone and what their expectations are is necessary, being interrogative is the wrong path to take.

When leaders show a vision to their employees, it infers consistent support for collective growth. So, if a future negative consequence is used as bait to improve the actions of today, it can prove to be harmful for the overall progress of the organisation.

Impact feedback is neither sugar-coated nor inaccurate. It empowers you to get to the crux of the subconscious and conscious reasons behind not being able to reach your inner, hidden potential. It functions to enlighten and cultivate awareness regarding the overall impact of individual entities on shared progress while sidestepping any attribution of blame.

While being considerate is essential, it is paramount to keep in mind that one cannot dictate how someone feels or responds to feedback.

People perceive situations differently, and one cannot compel others to embrace or agree with your input. Nonetheless, there exist strategies to increase the likelihood of one's feedback being taken favourably rather than dismissed.

As impact feedback revolves around people and abstains from psycho analysing the situations, it always has room for errors. Such errors are amendable. At the Center for Creative Leadership, we have identified some common mistakes that leaders can steer clear of when providing feedback.

 Judgments in your dialogue: It is often recommended to evaluate the action taken rather than holding pre-conceived notions. Presenting feedback using judgemental language tends to provoke a defensive reaction. It may give off the impression that you hold an absolute perspective on what is right or wrong. Hence, it is best to adhere to the information at your disposal.

 Unclear and exaggerated generalised feedback: Opt to steer clear of clichés and extensively used expressions. To genuinely motivate someone toward constructive actions, pinpoint their specific accomplishments to provide guidance for their ongoing efforts.

 Too long or threatening assessment: Acknowledge the significance of timing; individuals need adequate time to absorb feedback. Additionally, delivering a straightforward message that their employment is at a loss doesn't promote favourable conduct. Rather, it tends to foster bitterness.

 Inappropriate humour clubbed in conversations: You might resort to sarcasm as a way to provide feedback when you feel uneasy about giving it directly. However, it's better to refrain from making such remarks and opt for a more constructive approach.

 Being indifferent: Incorporate the element of curiosity into the conversation. This directly aligns with the feedback, presenting itself more as an observation than a space for challenging counter-questions.

What is the practical way of delivering feedback?

An actionable form of feedback not only helps yield the desired result but also considers the individual in question. Providing feedback to a confident, long-term employee seeking greater visibility will differ from delivering the same to a new team member navigating their first day at work.

Furthermore, creating a platform for dialogue rather than a one-sided conversation has proven its efficacy in delivering feedback. This approach not only pertains to the surface, areas for enhancement but also acknowledges the individual’s efforts, thereby boosting their morale.

An ideal receptive approach is characterised by openness and nonconfrontational outward behaviour, allowing others to contribute their ideas without feeling that their actions are under psychological scrutiny. Along with that, ensuring that judgments are left at bay will help in making more objective decisions.

The leadership journey is not a cakewalk but rather a layered and multifaceted one that includes constant giving and receiving feedback. Once you learn how to approach such situations, you create a working environment that bolsters a more united team. Excellence will then know no bounds, and the organisation will thrive toward a future that's bright and impactful.

“A good objective of leadership is to help those who are doing poorly to do well and to help those who are doing well to do even better.” - Jim Rohn, American entrepreneur and writer.