As a leader, you are probably interested in building a team around you that allows every individual to develop into their full potential. That inevitably means you have to build a culture in which feedback is freely given, received and acted upon. If you are interested in how to do this I will share two important numbers for you.
235 and 1
Why should these numbers matter to you? Because they represent a giant oversight many companies have with regards to what it takes to build a feedback culture.
235 is the number of times I’ve been asked to deliver a training session on how to give feedback in the last decade.
1 is the number of times I’ve been asked to deliver a training session on how to receive feedback in the last decade.
Many companies feel that teaching their leaders to give feedback effectively will be the leverage point through which cultures of feedback are born. I don’t think this is the case at all.
Don’t get me wrong. I think being able to articulate, carefully crafted feedback is a thing of beauty and an indispensable skill for leaders. However - when you want to build a culture - it is not where you start.
How to build a feedback culture
You start with yourself. Because role-modeling is real. When you show your team how to live the below skills, that’s when the seeds of a feedback culture are sown. You want to show them how to:
Ask for feedback in a way that invites an honest reply
Receive feedback with grace
Act upon feedback with integrity
Time for a look in the mirror: which report grades would you give yourself on the above three skills? (And if you’re really diligent, check these scores with your team members.) Bear in mind that your team will never outperform these scores. So if these grades are not what you desire for the team, start by improving how you relate to feedback. .
Challenging? Don’t know where to start?
You’re in luck. Below you’ll find a whitepaper on how to do it well.
