#TEams365 #1617: Shifting to a Culture of Feedback and Performance Conversations

This month we are focusing on performance conversations and feedback. If you have not explored the 2015 series – The Foundations of Feedback – now is the time to do so. Take a look at them here. As I wrote a few years ago, many organizations are making the move to a culture of more frequent feedback, shifting from the once-a-year formalized process.
 In making this shift it’s critical to make sure that:
·         Feedback is regular, and specific;
·         People understand when they are having a performance conversation rather than just a check-in;
·         Feedback is provided two ways – to the leader and from the leader;
·         All staff are equipped with skills and experience in enhanced communication (listening, questioning);
·         Performance and coaching conversations are documented in different ways;
·         Feedback is followed up on
 
What are the key issues for you as an organization in shifting your culture around feedback and performance? What’s working, and what’s not?

There are a wide variety of feedback models which exist – from the ever popular SBI model from Center for Creative Leadership, to the Sandwich Technique, to Fierce Conversations and Difficult Conversations. The recent book - Thanks for the Feedback - by Sheila Heen and Douglas Stone is another great read.

What are key issues for you as a team around performance and feedback?

Best wishes,
​Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Author of From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013) and Effective Group Coaching (Wiley, 2009)
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Phone: (416)996-8326