Posted by & filed under Accountability, Feedback.

Why Do You Need to Ask for & Give Feedback?Feedback is very much like the mirrors we see ourselves in every morning. Mirrors give us a true reflection of who we are. They do not lie and they do not sugar coat the message they deliver. True feedback can also hurt at times but it is important to get it regularly and give feedback regularly as well. Take a critical look at yourself.

What is your feedback loop? It is very important to have a feedback loop, where you are constantly thinking about what you have done and how you could be doing it better. The single best piece of advice would be to constantly think about how you could be doing things better and question yourself.

Why Do You Need to Ask for & Give Feedback? Like effective communication operates in both directions. It assists you in understanding yourself better and it helps identify growth opportunities. Successful leaders use feedback effectively to bring out the best in themselves and their employees. Used wisely, feedback can help you address the weak areas within the team. It will help you build a more open team where your team members understand each other better, respect each other and most importantly establish stronger bonds with each other. Healthy self awareness, can be improved with the use of online personality tests. Here’s what you can find out:

  • Our strengths as perceived by our co-workers
  • Our weaknesses and failings as perceived by our co-workers
  • Good Qualities about us that we would have never realized we display
  • Areas of improvement we would have never picked up through pure self realization
  • When leaders make it a point to get feedback from subordinates, it is also an opportunity to let others know that they are open to failing like everyone else and are keen to address areas of weakness for their own benefit and for the good of the organization.

Look at feedback as a two-way street, you need feedback as much as your team members do, to be better at what you do. Take the opportunity to regularly ask for feedback and be open to giving relevant feedback using a clear and structured approach.

Structure Your Feedback Sessions.  Giving and getting feedback can be touchy especially when there are areas of improvement involved. There are numerous different techniques available for giving feedback although there is no saying what will work for you or your team. Here are some guidelines you may find helpful.

  • Conduct a catch up in a non-formal setup, over a coffee if possible;
  • Talk about the candidate’s achievements and areas of excellence;
  • Talk about areas of improvement including areas of immediate focus;
  • Focus on the facts, pick specific incidents to suggest what you mean and clarify your point;
  • Agree with the candidate on the areas of improvement;
  • Setup sometime for the next feedback session.
  • Structuring Sessions Where You Are Asking For Feedback – Here is an approach to get feedback.
  • Setup a catchup in a non-formal setup, over a coffee if possible;
  • Ask for input on  general areas of improvement;
  • Ask for input on aspects of work that your team member thought didn’t go so well;
  • Ask for input on aspects of work where your team member thinks there is definitely an area for improvement;
  • Ask for input on aspects of work that your team member thinks are not being performed at all but need to be performed.

Leaders with the most impact are those who can build and successfully manage great teams. Every day, we help our clients and colleagues achieve their highest levels of professional presence and personal effectiveness. That includes everyone on the ladder, from company presidents to project managers, to staff members. Contact us at 800-282-3374 to find out how we can help you impact your own productivity and the productivity of your entire organization.

We deliver results-oriented training programs that increase productivity, effectiveness, & performance.

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