Feedback - the secret of success

The purpose of feedback is to help a person, or a team, to understand how others perceive the effect of their behaviour. So it is not about the individual's intentions but about how other people interpret what they see and hear. Understanding that different point of view can be a powerful first step towards greater influence and more effective leadership.

Open and honest feedback, heard in an open and honest frame of mind enables people to make decisions about their own future behaviour.

Feedback is only useful if it is specific and objective.

Be specific

- refer to an actual event not a general impression
e.g. 'when you spoke to the team you said......' NOT 'you were pretty vague at the meeting'

Be objective

- say what you noticed, not what you interpreted
e.g. 'Micawber was shuffling his papers and checking his phone...' NOT 'Micawber is completely offside'

There is a well known three-step framework for giving feedback:

1. What I thought you did well…
2. What I thought you did less well…
3. So what would you like to do differently in future?

Avoid linking 1 and 2 with 'but', 'though' or 'however'. Such linking words destroy the impact of the positive feedback.

When giving feedback:

Always check that feedback is wanted and that this is the right time for it
Be clear that the reason for giving it is to help improve future performance
Balance positives and negatives
And , most important, focus on behaviour not personality

When receiving feedback

Try not to be defensive, don't interrupt or justify
Remember that feedback is only one opinion
Accept it and thank the giver
Act on the feedback if you believe it will make a difference

"Feedback is a mirror which I can use to help me to see how I appear to others and the impact my behaviour is having on them. It enables me to identify facets of my behaviour, which I may choose to change."

Ian Oldham, author

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