When was the last time you received good quality feedback?
When was the last time gave good quality feedback to a
member of your team, a peer or your boss?
As a professional coach giving feedback is an essential part
of my work and from working with 100’s of clients over the years one thing I
have learned is that people long for feedback. This is feedback of any nature –
what they are good at and how they can improve.
So if people really want feedback how come they don’t get
it?
It’s simple.
- Many people don’t know how to ask for feedback.
- Many people don’t know how to give good quality feedback.
All too often I hear generic feedback like, that was really good,
you did a great job with …., I really liked the way you did …, this isn’t quite
right, do this instead, I don’t think that went well….. This doesn’t help
anyone know exactly what it is they did well or what hey need to improve.
Get Specific
If you are self aware you often know what you could do
differently, and there are times
when you don’t. What helps in these circumstances is getting really specific
feedback. The more senior you go the more essential this is as it’s often fine-tuning
that is required
The two guys who climbed El Capitan in Yosemite Park are a
great example of this.
These guys are at the top of their game attempting a 3000
foot free climb. One of them, Kevin Jorgeson, struggled with one of the most
difficult parts of the climb and attempted it 11 times over a 7-day period. 11
TIMES!! Each time he reflected on what he was doing and tried again, ripping
his hands in the process. It was only when we saw footage from the cameraman (a
form of feedback) that he noticed his feet were the problem not his hands. By
simply adjusting his foot placement slightly he could make the next part of the
climb. When he made this adjustment – he made it and then progressed to the
top.
This is how specific we need to get when giving feedback.
What exactly is it your team member or colleague needs to do
to be even better at their job? Do they need to change their language, change
their tone, take some deep breaths when someone disagrees with them, think more
specifically about their audience or their message, stand more confidently by
lifting their head and standing balanced, make eye contact…
So next time you are about to give someone some feedback
either spontaneously or during appraisal – what exactly is it that will help
them?
Make sure they are in the right place mentally to receive
it, and tell them that you have some feedback for them. If they are not ready
for it they won’t hear it.
Make it count!
"All employees have an innate desire to contribute to
something bigger than themselves.”
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