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The World-Class Leader

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Help us build World-Class LeaderI’m on a mission to impact 1,000 leaders with the World-Class Leader Newsletter. There’s at least one leader in your circle that can benefit from getting this weekly newsletter and leveling up their leadership. If there’s a leader on your team that would benefit from learning how to deliver excellent feedback, please forward this to them and invite them to be apart of this community.

Feedback.

Just hearing the word can stir up an anxiety within us that brings us back to all the times we ever received mis-guided or poorly communicated feedback.

Or maybe you had to give some honest feedback to a team member.

Either way, giving and receiving feedback is not easy especially if you don’t flex the muscle.

It’s not something to be avoided either. A staggering 98% of employees feel disengaged from their work when they receive little or no feedback.

The reality is that whether we are conscious of it or not, we are consistently giving feedback to the people around us through our responses, non-verbal cues, and body language.

And this is why it is increasingly ever important to learn how to truly give feedback that is not only constructive but timely, actionable, and tangible.

So let’s dive in to my simple framework for providing feedback that actually works.

Where we get it wrong

We get it so wrong sometimes.

We’ve noticed something wrong and we call it out right away.

Maybe we have the best intentions, but we’ve all had that, “dang it,” moment when it’s come to giving feedback.

And this is the story with a lot of leaders.

They haven’t actually learned how to give feedback that gives people hope and an objective rather than just uttering the first thought that comes to mind.

Sure you had good intentions but it wasn’t the right timing, context or words.

Here is where a lot of us leaders get it wrong when it comes to giving feedback:

1. Lack of specificity

2. Over-fixation on the negative

3. Siloed perspective

4. Lack of empathy

5. No follow up and support with resources

If you’re ever going to create a culture with an engaged team that cares about he work they are doing, you’re going to need a framework for providing feedback that is:

1. Set by expectations

2. Timely and frequent

3. Balances praise and criticism

4. Encourages a growth mindset

So let’s dive into the simple (not easy) framework for providing incredible feedback and igniting a fire within your teams.

The Feedback Formula

This formula is comprised of 8 simple steps:

• Contextualize the Feedback

• Appreciate Strengths

• Provide Specific and Objective Feedback

• Foster Two-Way Communication

• Establish Developmental Goals

• Offer Supportive Resources

• Ongoing feedback & check-in’s

• Recognition & celebration

Learn these steps, put them into practice and excellence will follow.

”What does excellence look like with feedback?”

Excellence is when our teams use the feedback we’ve given them to self-introspect and apply the feedback that we’ve given them which in turn leads to action thus creating effective change.

And so we begin..

Contextualize the Feedback:

Your intention here is to support the growth and development of your team member which ultimately leads to the overall success of the organization.

Start by setting the context for the feedback session.

Why is this conversation happening?

Explain the purpose, objectives, and expected outcomes of the feedback.

Appreciate Strengths: 

Always. and I mean always start with appreciation.

This is how you provide reassurance and drop any initial defenses that they may have up during this feedback session.

Don’t forget that you’re there to build them up.

Highlight their accomplishments, skills, and unique contributions to the team and organization.

Provide Specific and Objective Feedback:

I’ve listened to so much feedback that has been all over the place.

The reason why is because the person giving feedback really wasn’t clear on what they wanted to talk about.

If you’re going to provide feedback, you must have clarity about what you want to speak about within and be able to articulate it.

Provide specific and objective feedback on the middle management leader's performance.

Focus on both strengths and areas for improvement.

Ensure that the feedback is actionable and relevant to their role and responsibilities.

Foster Two-Way Communication:

Feedback is not a one-way street.

Just because you see it one way, that doesn’t necessarily mean that’s the way it is.

If you’re going to give feedback, you have to be willing to receive it back as well. The goal isn’t to just heard, but to also hear them out.

This creates true safety and confidence.

Encourage open and honest dialogue throughout the feedback session.

Actively listen to their feedback and demonstrate empathy.

The goal is to be collaborative.

Establish Developmental Goals:

Collaboratively identify development goals based on the feedback provided.

Help them set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that align with their aspirations and the organization's objectives.

These goals should address areas for improvement and leverage their strengths.

Offer Supportive Resources:

Offer relevant resources and support systems to aid the middle management leader in achieving their developmental goals.

This can include recommending books, online courses, workshops, mentorship opportunities, or providing access to internal training programs.

The goal is to empower them with the tools and knowledge they need for growth.

Ongoing Feedback and Check-ins:

Establish a system for ongoing feedback and periodic check-ins to monitor progress.

Schedule follow-up sessions to assess their development, provide additional guidance, and address any challenges they may be facing.

Regular feedback ensures continuous improvement and strengthens the feedback culture within the organization.

Recognition and Celebration: 

Acknowledge and celebrate the middle management leader's achievements and milestones along their development journey.

Publicly recognize their progress and the positive impact they have on their team and the organization.

This not only boosts their morale but also reinforces a culture of growth and continuous improvement.

I hope this helps you or a leader in your circle.

Until next time, PierreInspires

P.S. If you have any questions, thoughts, or additional stories to share, please don't hesitate to reach out. Let's support and learn from each other as we strive to become the best leaders we can be.

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