The Power of Feedback
Marsha Clark is a best-selling author and podcaster passionate about supporting women’s personal and professional development. She follows a seven-step feedback framework, knowing the importance of being clear about expectations, checking in with employees, and offering help to them. Clear communication becomes crucial to avoid breakdowns in relationships and learning how to ask for feedback improves that communication.
Why Feedback Matters
Feedback is a powerful tool for personal and professional growth, yet many of us struggle with giving and receiving it effectively. As Marsha aptly puts it, “I am a junkie for feedback because I think it makes me better.” The ability to provide constructive feedback can make the difference between a thriving team and one that’s constantly stumbling. This blog post explores a comprehensive seven-step feedback framework that can transform the way we approach these crucial conversations.
The Lasting Impact of Good Feedback
Before diving into the framework, it’s essential to understand why feedback is so valuable. When delivered thoughtfully, feedback acts as a catalyst for improvement, helping individuals recognize blind spots and refine their skills. It’s not just about pointing out flaws; it’s about fostering growth and building stronger relationships within teams.
Many of us have experienced the lasting impact of well-delivered feedback. Consider a moment when someone offered you insight that significantly improved your performance or changed your perspective. These instances highlight how feedback can be a gift that keeps on giving, shaping our behaviors and decisions long after the initial conversation.
Embracing Feedback as a Leader
The Leader’s Responsibility
For leaders, becoming adept at giving feedback is crucial. It’s not just about correcting mistakes; it’s about supporting team members in their development journey. The most effective leaders view feedback as a responsibility and an opportunity to nurture talent within their organization.
Learning from Experience
However, the journey to becoming proficient in feedback delivery often involves learning from both positive and negative experiences. Many leaders recall instances where they witnessed feedback being given inappropriately or at inopportune times, serving as valuable lessons in what not to do.
The Seven-Step Feedback Framework
Now, let’s explore the seven-step framework that can elevate your feedback game:
1. Specific Behavior
Start by clearly describing the behavior you’ve observed. Be precise and use concrete examples. Look for patterns: “A dot is a dot. Two dots is a line. Three dots is a trend,” identifying consistent behaviors rather than one-off incidents. If addressing missed deadlines, specify the projects and dates involved. This step sets the foundation for a productive conversation by eliminating ambiguity.
2. Impact
Explain the consequences of the behavior. This could include effects on team morale, project timelines, or client relationships. Importantly, discuss how the behavior impacts trust within the team. As Marsha points out, “I don’t know if I can trust you when you tell me when you’re gonna do something and what you’re gonna do.” When people consistently fail to meet expectations, it erodes confidence in their reliability.
3. Feelings
Share your emotional response to the situation. Use “I” statements to express feelings like frustration, disappointment, or confusion. This humanizes the conversation and helps the recipient understand the emotional weight of their actions.
4. Understanding
This crucial step involves asking the recipient to share their perspective. Use phrases like “Help me understand” to invite an open dialogue. Listen actively and be prepared to learn new information that may shed light on the situation.
5. Expectations
Clearly state your expectations moving forward. Be specific about what you want to see change. For example, “I expect you to notify me immediately if you think you might miss a deadline.”
6. Commitment
Ask for a verbal commitment to the new expectations. This step ensures that both parties are aligned on the path forward.
7. Support
Offer your support in helping the individual meet these expectations. Ask if they need any resources or assistance to succeed.
Preparing for Feedback Conversations
The Importance of Preparation
Effective feedback doesn’t happen spontaneously. It requires thoughtful preparation. Before initiating a feedback conversation, consider the following:
- Document specific examples of the behavior you want to address.
- Reflect on the impact of this behavior on the team and organization.
- Anticipate potential responses and prepare follow-up questions.
- Choose an appropriate time and place for the conversation, ensuring privacy and minimal distractions.
The Importance of Language
Choosing Your Words Wisely
The words we use when giving feedback can significantly influence how it’s received. Avoid starting with phrases like “Can I give you some feedback?” as this can immediately put the recipient on the defensive. Instead, open with statements that express care and support, such as “I care about you and want you to be the best you can be.”
Using “I” Statements
Additionally, be mindful of using “I” statements when expressing feelings. This approach prevents the recipient from feeling attacked and keeps the focus on the impact of their actions rather than their character.
Creating a Feedback-Friendly Culture
To truly harness the power of feedback, organizations need to cultivate a culture where it’s welcomed and expected. This involves:
- Encouraging regular, two-way feedback between managers and team members.
- Providing training on effective feedback techniques.
- Recognizing and rewarding individuals who seek out and act on feedback.
- Leading by example, with senior leadership actively participating in feedback processes.
Overcoming Feedback Challenges
Common Hurdles
Even with a solid framework, giving feedback can be challenging. Common hurdles include fear of hurting someone’s feelings, concern about damaging relationships, or uncertainty about how to approach sensitive topics.
Strategies for Success
To overcome these challenges:
- Focus on the behavior, not the person.
- Frame feedback as an opportunity for growth rather than criticism.
- Practice empathy and active listening.
- Be open to receiving feedback yourself, demonstrating its value to your team.
The Role of Expectations in Feedback
Types of Expectations
Clear expectations are foundational to effective feedback. There are three types of expectations to be aware of:
- Conscious and communicated expectations
- Conscious but uncommunicated expectations
- Unconscious expectations that only become apparent when unmet
Setting Clear Expectations
By clearly articulating expectations upfront, many feedback conversations can be avoided altogether. When expectations are unclear, it’s crucial to address this gap before providing feedback on performance.
Feedback Takes Practice, Patience, and Genuine Desire
Mastering the art of feedback is a journey that requires practice, patience, and a genuine desire to help others grow. By adopting a structured approach like the seven-step framework outlined here, leaders can transform potentially difficult conversations into opportunities for meaningful development and stronger team relationships.
Remember, effective feedback is not about wielding authority or pointing out flaws. It’s about fostering an environment of continuous improvement, where every team member feels valued and supported in their growth journey. As you implement these strategies, you’ll likely find that not only does your team’s performance improve, but the overall quality of your workplace relationships will strengthen as well.
Embrace the power of thoughtful, well-delivered feedback, and watch as it catalyzes positive change within your organization. After all, in the words of Ken Blanchard, “Feedback is the breakfast of champions.”
Listen to the episode: Gut + Science | 208: 7 Step Feedback Framework with Marsha Clark
Key Takeaways:
- Reframe feedback as an opportunity to show care and support.
- Look for trends with at least three examples when giving feedback.
- Set clear expectations and achieve agreement on them together.
Things to listen for:
[00:06:50] Effective feedback requires intention and language.
[00:12:12] 7-step feedback process helps with improvement.
[00:21:03] Prepare for feedback, allow processing, and take notes.
[00:24:58] Feedback Framework
28:27 Be yourself, don’t let others define you.
