Constructive feedback is how we learn and grow. It can be part of any conversation – formal and informal. Positive feedback speeds up learning and builds collaborative teams, while negative feedback is abstract, non-actionable, and can lead to blockers, frustrated team members, and a lack of progress. Most likely you are already giving feedback, or at some point in your career you will, so let's get better at it.
Below are some resources with an overview, click on each subheading for more insights
The BIQ method - BIQ stands for Behaviour, Impact, and Question
The BIQ method helps organize your feedback so it’s more constructive and actionable. Focusing on facts can make it easier to give difficult feedback.
"Behavior: What did you actually see? Don't make assumptions about intent.
Impact statement: What was the consequence? Why does it matter and who was affected?
Question: What question do you want to ask to open the dialog?" - Culture amp
After building some rapport, build and give your feedback.
Example - BIQ method by Culture amp - "During our meeting today, you cut Linda off during her status update, asking 'so when will it be ready?' (behavior). I’m mentioning this because she wasn't able to finish explaining and got quiet after that. I think it impacts our feeling of being a team together (impact) and we need to let people finish their thoughts. How did you see the situation? (question)."
Instead of “In our team meetings you act annoyed and constantly nag everyone. Maybe you need to back off a bit.”
Constructive feedback example - context: A team member dominates a project and doesn’t accept new ways of doing things. - “I’ve noticed that two team members have voiced ideas that you have shut down. In the spirit of giving honest feedback, it feels like ideas or new solutions to problems aren’t welcome. Is there a way we could explore some of these ideas? I think it would help to show that we’re team players and want to encourage everyone’s contributions to this project.”
Some constructive feedback tips:
Be clear and direct (without being brutally honest).
Provide specific examples.
Offer support and encouragement.
Growth Mindset def.: People with growth mindsets believe that skill and intelligence are something that people can develop. They believe that while people have inherent qualities and traits, success comes from constant personal development.
Growth mindset characteristics: embraces challenges, perseveres in spite of failure, Believes that people can increase their intelligence or skills, Is inspired and motivated by the success of others, wants to learn, accepts and embraces criticism
How to develop a growth mindset: Determine where you sit now, Find examples of others who have developed a growth mindset, and Change your perspective on failure.
Learn more about how other cultures communicate - Check The Culture Map by Eryn Meyers to start or listen this podcast:
Navigating cultural differences in Business with Erin Meyer
Make the implicit explicit - As we can never fully anticipate the norms and expectations of a particular group or individual. The best way to handle the gap between your expectations and theirs is to make the implicit explicit and talk about communication norms and preferences.
5. Do a quick course on the essentials of feedback by Culture Amp.
"Research shows women are 20% less likely to receive actionable feedback that can contribute to their performance and growth at work. Managers are often hesitant to give women negative feedback due to concerns about how they will respond".
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