Building Trust Through Feedback: The Underestimated Tool in Leadership

, , , , ,

Photo by garrett parker on Unsplash

Imagine you’re in charge at the helm of a ship, but your compass equipment isn’t calibrated correctly.

You’ll likely veer off-course, blithely sailing along unaware that critical course corrections are needed.

Just like you navigate a ship with a compass, leading a team without effective feedback is much like  sailing blindfolded. It can quickly lead to disaster!

Feedback is the compass that guides you and your team toward your shared goals, fostering a culture of trust and nurturing fruitful workplace relationships.

The Power of Feedback

Feedback is crucial for several reasons. First, it creates a clear line of communication between leaders and their teams, illuminating the path to objectives and aligning the efforts of all involved.

Furthermore, it drives professional growth, pushing us to refine our skills and expand our competencies.

Lastly, when delivered effectively, feedback builds a culture of transparency and trust.

Navigating the Feedback Seas

I recognized very early in my leadership career that I would need to foster various forms of feedback loops to suit different situations and individuals.

Each situation and each person was uniquely different,

Here are some different types of feedback that I’ve found to be very useful.

  1. Motivational feedback focuses on encouraging team members and acknowledging their efforts. This type of feedback can be particularly effective when dealing with challenging tasks or during periods of change.
  2. Developmental feedback offers the opportunity to improve an individual’s skills and competencies. It’s about identifying growth areas and providing the support needed to reach new levels of mastery.
  3. Constructive feedback involves providing specific, actionable suggestions on what an individual or team could improve. It’s not about criticism; it’s about helping people reach their full potential.
  4. Intrinsic feedback comes from within an individual. As a leader, you can help team members tune into their self-awareness and reflections.
  5. External feedback comes from outside the individual and is often in the form of evaluations, reviews, or assessments. This feedback can help employees understand how they’re perceived and how their actions impact others.
  6. Negative feedback can come across as criticism, but it can lead to significant growth and improvement when done right. It’s all about the delivery! Hard things can be discussed in a matter- of- fact manner with a tone of respect.
  7. Positive feedback acknowledges and reinforces the actions that contribute to the success of a project or organization. It can help to boost morale, improve productivity, and increase employee engagement.
  8. Immediate feedback provides a real-time learning opportunity right after a behaviour occurs. This kind of feedback is impactful as it allows for rapid adjustments.
  9. Delayed feedback conversations occur after some time has passed. It allows for reflection when feedback needs careful thought or when immediate feedback may not be suitable.

Common Sense Principles for Feedback Conversations

Despite the types of feedback, its delivery is critical. Here are some principles to bear in mind:

  1. Empathize: Treat your team members as individuals, not just employees. Be mindful of their feelings and viewpoints.
  2. Be precise: General feedback can lead to misunderstandings. Make your feedback clear and actionable.
  3. Encourage dialogue: Feedback should not be a one-way street. Cultivate an open discussion to guarantee understanding and agreement.
  4. Make it relevant and timely: Feedback should be given appropriately and directly correlate with the recipient’s actions.
  5. Focus on behaviours, not the person: Feedback should address actual activities, not be a critique of the individual.

The Voyage to Better Leadership Through Feedback Loops

Effective feedback loops empower leaders to better understand their team’s needs and provide the proper guidance, support, and motivation. Leaders who embrace the power of feedback create a culture of continuous learning and mutual respect, ultimately enhancing performance.

In essence, trust is forged through clear, respectful communication. Leaders who are adept at giving and receiving feedback not only establish an environment of faith but also enhance their credibility.

So, if you model gracious feedback as a regular part of your leadership practice, it can be the compass that steers you and your team toward success, fostering trust and enriching workplace relationships along the journey.

Until next time.

 

PS like this ?  You might enjoy  https://lorneepp.com/how-graceful-is-your-leadership/

 

 

/by