Today we are going to look at why do we give feedback?
Douglas Stone and Sheila Heen write in Thanks for the Feedback: the Science and Art of Receiving Feedback Well write” Across the globe, 825 million work hours – a cumulative 94,000 years - are spent each year preparing for and engaging in annual reviews” pp 2
How much time do you spend preparing for feedback - formally in annual reviews, and informally when you give feedback on a regular basis. My guess is that outside of annual reviews we may not be spending as much time on thinking WHY we are providing feedback.
Note that there may be several reasons why we provide feedback. Be clear on why you are giving feedback, and what you are looking to get in return.
Consider why you are providing feedback. Is it to:
Acknowledge what’s working and encourage more
Point to what’s not working and make adjustments
Make some nudges for better performance
Solicit feedback for yourself
Clarify and refine goals you are working towards
Every time we open the door to a performance conversation, its an opportunity to get feedback yourself. As a leader I used to lead by the adage – “Feedback begets feedback” Every time I had the opportunity to give feedback I would also ask if there was feedback the other person wanted to give.
Today, take 10 minutes thinking about your upcoming feedback opportunities - planned and those you now want to undertake. Make a list of what the purpose is in giving feedback. Is it to focus on goals? Enhance motivation? Nudge performance?
Have a great Tuesday,
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