A key issue facing many teams today is the lack of feedback. After a year of working remotely, many times feedback conversations aren’t happening. One shift that has been positive in ensuring that feedback happens has been the focus to more focus on objectives and outcome-based work.
What are you noticing about feedback in your setting?
Here’s what I shared at the end of the Foundations of Feedback series I hosted a few years ago. It created the foundation for a significant amount of coaching work I then undertook with leaders in organizations. It’s that focus which is so important right now, whether your organization is returning to the workplace or not.
Here’s what I wrote in Teams365 1617: https://www.potentialsrealized.com/teams-365-blog/teams365-1617-shifting-to-a-culture-of-feedback-and-performance-conversations
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:
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.
Enjoy your reflections!
Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326
What are you noticing about feedback in your setting?
Here’s what I shared at the end of the Foundations of Feedback series I hosted a few years ago. It created the foundation for a significant amount of coaching work I then undertook with leaders in organizations. It’s that focus which is so important right now, whether your organization is returning to the workplace or not.
Here’s what I wrote in Teams365 1617: https://www.potentialsrealized.com/teams-365-blog/teams365-1617-shifting-to-a-culture-of-feedback-and-performance-conversations
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.
Enjoy your reflections!
Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326
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