Some from my professional diary, some from my heart, some from my perspective, some from good reads, some from observation, some from life's stories, some from imagination, some from sweet nothings of life...
Feedback, the word itself gives a beautiful understanding of the concept. Feed means to give and back means from furthest from the front. If you combine the two, it means giving from a point where you are not into it but far away to be able to see the whole picture. Feedback means to give back a critical information that would add value to the overall intent & goal achievement in a positive way. But the question is, do we really give the feedback or we impose our believes & views on to it? This reflection will make a great shift in the way the feedback is perceived, received & eventually holds the capacity to improve & excel. Sadly, we don't give feedback but we give our point of view only and want this to be accepted. Any good feedback holds the power to transform the course of actions, thereby enabling it to move towards the direction of the goal. You can pick any instance from your experience at work or generally. Whenever you feel that your feedback is not creating any ripple effect as it should, take a pause to see where you are faltering, where is the loophole, where are you missing out, what's the missing piece that will enable the feedback to be powerful enough to be accepted & taken into account.
Here I am quoting an instance where an executive came to me & shared the inability to give critical feedback and about its futility since the receiver hasn't shown any improvement in behaviour, productivity nor any concrete positive result as expected despite of the numerous feedback that was given. And what happens in such a scenario? We get defensive and try to prove our points and in this attempt, our intent of giving the feedback gets lost altogether. Well, here goes the conversation.
Me: Do you really want to see positive results?
Executive: Yes, of course. That's why I am bringing this up to you.
Me: Will you be willing to accept & adopt ways that may not be the usual ones but different from what you have been doing so far?
Executive: Hesitantly, "Yes, if that helps."
Food for thought: We all want to adopt short-cuts. We have no time to reflect on something that might be useful for us in the long run. We fail to see that these short-cuts are creating nothing but putting us back to our challenges again and again just taking longer time & leaving us in the illusion of creating results. Time we wake up!
Me: Great then. You have tried to do it in ways you thought was appropriate, but you didn't get the desired results. I would like you to reflect on these questions and come to me again with the answers, insights that you will have upon reflection.
Executive: Sure. But I don't want to waste time. I want this to be fast.
Me: You have already wasted much time giving numerous feedback which didn't work out. Will you take responsibility for that and the impact it had on your work & that of the team's? Can you just slow down a bit to be able to pace up soon?
Executive: Yes, I know that and understand what you are saying. Please tell me what I need to reflect upon.
This happened more in a conversational way but I am just laying out in the form of questions.So, here they are:
There were lot many questions like this and finally to my pleasant surprise (which actually is not a surprise because I had faith in the Executive's potential, wisdom & ability) the executive came up with some beautiful revelations that I am going to share with you in the form of some tips that will help you to give feedback that is well received, elicit actions & brings about positive transformation.
And as an outcome of all these, the executive could make that shift and evoke desired response from the team member that led to increased productivity & performance.
Next time you blame someone for not receiving your feedback, look within; reflect what you can do to change that. By doing this you regain the power to transform and not by holding another responsible for the outcome that you are unable to create. To be in this space, lot of awareness & openness is required. And great leaders cultivate that and so they hold the capacity to bring about change & live a life that looks impossible & daunting to many.
What you do makes a difference and you have to decide what kind of difference you want to make and what kind of leader you want to be. The choice is absolutely yours. Whenever you are ready & willing, I will be happy to have a conversation to support you to be that leader that you wish to be.
Believing in you,
Coach to People Leaders, Entrepreneurs & Transitioning professionals