Creating A Feedback Culture

Most leaders think they're having enough conversations with their team. They're not. Annual reviews don't catch problems early enough. Quarterly check-ins miss critical moments. Weekly meetings focus on tasks, not people. The teams that perform and stay have leaders  who ask the right questions monthly. Because over the course of 30 days: • Priorities shift without clear communication. • Innovation gets buried under busy work. • Small blockers become major delays. • Stress builds up silently. • Wins get forgotten. Monthly conversations change this dynamic. Here's how to make them count: 1. Start with genuine wellbeing checks. People need to know you care about them, not just their output. 2. Identify what's blocking progress. Most obstacles are solvable when caught early. 3. Confirm everyone understands priorities. Misalignment wastes more time than any other factor. 4. Highlight what's working well. Success patterns need reinforcing to become repeatable. 5. Ask where people need support. The best performers often struggle to ask for help. 6. Create space for fresh ideas. Those doing the work see opportunities leaders miss. 7. Turn challenges into learning moments. Growth requires reflection, not just action. This isn't about adding more meetings. It's about having better conversations. The frequency matters as much as the questions. Monthly is the sweet spot: Often enough to maintain momentum. Spaced enough to see real progress. Regular enough to build trust. Your team has insights you need. They're facing challenges you don't see. They have solutions you haven't considered. But they need you to create the space for these conversations. Stop assuming everything is fine because no one's complaining. Start asking questions that invite real answers. The best teams aren't built on perfect execution. They're built on consistent, meaningful dialogue. Make it monthly. Make it matter. ♻️ Valuable? Repost to share with your network. Follow me if you want to build a stronger team, faster. P.S. Struggling to build the right team while scaling? We help scale-ups hire offshore talent without the costly mistakes. DM me "TALENT" and I'll share how we build high-performing teams – so you don't have to.

Recently, a newsletter subscriber told me that she’s seeing a softening of some allyship support as people become exhausted with being corrected. She observed, “Some of our employees take a very in-your-face approach to DEI, stopping people mid-sentence to correct their language or calling their attendance at ERG events ‘performative.’” She added, “When faced with this type of feedback, I see good people with big, open hearts who want to learn more & grow, becoming like turtles retreating into their shell & deciding that they’ll just ‘come to work and work,’ not do this DEI stuff.” I don’t want anyone to step back from this vital work of allyship. In that spirit, let’s ensure that we deliver feedback on non-inclusive behavior in a way that encourages others to learn from it and motivates them to engage more in DEI. I’ll state what may be obvious here. We can give constructive feedback in private, after asking if the person is open to feedback. (If they’re in a rush or not in the right frame of mind to receive feedback, it’s better to circle back at another time.) Our goal in these conversations is to call them _into_ the discussion, not to make them feel defensive. For example, - I used to say that phrase, too, but I’ve since learned that it’s not inclusive. And I’ve shifted to this word instead. - I noticed you attended our recent ERG meeting. Could we brainstorm some ways you could help us achieve our annual goals? Do you have a favorite approach to call someone in? Leave a comment. I'd love to hear from you. — This is an excerpt from my upcoming “5 Ally Actions” newsletter. Subscribe and read the full edition at https://lnkd.in/gQiRseCb #BetterAllies #Allyship #InclusionMatters #Inclusion #Belonging #Allies 🙏

"You completely missed the mark." Getting constructive feedback can feel like a career crisis. Often followed by the knee-jerk reaction to defend yourself. So, as I prepared to deliver feedback to a great staff member, I was bracing myself. Instead, I got a master class in how to receive constructive criticism. As I shared my thoughts with her, she was nodding, and taking notes. And then she said, "Thank you." Compared to the normal defensive body language and "yes, buts" I was used to, she was a model of grace under pressure. Here are 7 strategies that set her apart: 1️⃣ The Shhh... Rule ❌ Immediate emotional reactions ✅ Say "thank you," and sit on it for now 💡Why? ↳ It gives your emotions time to cool down ↳ Once calm, you can objectively process the info 2️⃣ Take Careful Notes ❌ Relying on memory ✅ Write down what you heard word for word 💡Why? ↳ Shows you're taking it seriously ↳ Helps you spot patterns over time 3️⃣ Ask the Right Question ❌ "Why are you criticizing me?" ✅ "What would you like to see instead?" 💡Why? ↳ Clarifies feedback and creates action items ↳ Shows you're solution-focused 4️⃣The Mirror Technique ❌ Guessing their meaning ✅ Reflect back: "What I'm hearing is..." 💡Why? ↳ Catches misunderstandings early ↳ Shows you're actively listening 5️⃣ The Thoughtful Follow-Up ❌ Avoidance ✅ Schedule a check-in 2-3 weeks later 💡Why? ↳ Demonstrates accountability ↳ Builds trust and strengthens the relationship 6️⃣ The Documentation Log ❌ Treat each feedback session as isolated ✅ Keep a feedback journal 💡Why? ↳ Spot recurring themes ↳ Some bosses say they gave feedback and didn't 7️⃣ The Reframe ❌ Taking feedback as personal attacks ✅ Ask yourself: "If my best friend got this feedback..." 💡Why? ↳ Creates emotional distance ↳ Leads to better solutions Most managers want to give feedback because they want you to do better. They're investing their time in your growth. Do you have a tip for handling tough feedback? Share it in the comments👇 🎉You've got this and I've got you!🎉 ♻️ Share to help people with their professional growth 🔔 Follow Sarah Baker Andrus for more career strategies 📌Want job search support? DM me to chat!

Good: → "Thanks for the feedback." Better: → "Thanks for pointing that out. I'll try to do better next time." Best: → "I appreciate you taking the time to provide constructive feedback on my presentation style. I understand your point about pacing & will consciously work on varying my speed in the future." Next level: → "I actively solicit feedback after each presentation. I've found that asking specific questions like, "What was the most impactful part of the presentation?" or "What could have been clearer?" yields the most actionable insights. I then meticulously track & analyze this feedback to identify patterns and areas for consistent improvement." Reality: → "Sometimes, feedback stings. It's easy to get defensive, especially when you're passionate about your work. The reality is, even the harshest feedback often contains a kernel of truth. The key is to separate the message from the delivery, focus on the intent, and identify actionable steps for growth. Remember, feedback is a gift, even when wrapped in prickly paper." Accepting feedback takes practice sometimes. Have you ever felt stung by a constructive feedback? Share your stories before.

Not All Feedback Is Worth Your Energy Getting feedback used to be a privilege. However in today’s day and age, the problem is to decide what feedback to accept - whether it comes from consumers, peers on line managers, given the sheer quantum of the same. Feedback is essential—but not every opinion deserves a seat at your decision-making table. The real danger? Acting on feedback that sounds helpful but isn’t grounded in truth or context. 🚩 Be wary of uniform voices—those who only ever praise or always criticize. If someone says the same thing to everyone, chances are it’s not really about you. Useful feedback is nuanced, specific, and contextual.This is the single most important aspect while evaluating career feedback. 🚩 Watch out for vague advice. “Be more confident” or “work harder” means little without clarity. Ask: Is this actionable? If not, park it. 🚩 Avoid feedback driven by ego, not empathy. If the tone feels dismissive, competitive, or self-serving, it may reflect more about the giver than your actual work. ✅ Instead, seek voices that: • Understand your goals • Offer thoughtful, balanced insight • Have credibility in the space you’re navigating Accepting feedback is a strength—but so is declining it with grace. Filter wisely. #CareerDevelopment #FeedbackWisdom #GrowthMindset #LeadershipTips #WorkSmarter #SudhirTips

Corporate Soul Stories Chapter 16: The Art of Giving Creative & Constructive #Feedback – Growing Without Tearing Down Claire was a rising leader—sharp, driven, and always pushing her team to be better. But if she was honest, there was one part of leadership she dreaded: Giving feedback. She had seen it go wrong too many times. 🚨 The Sugarcoated Trap: Feedback so vague and polite that it did nothing to help. 🚨 The Bulldozer Approach: Brutal, demoralizing, and crushing instead of coaching. 🚨 The Avoidance Game: No feedback at all—just silent resentment until it was too late. But the best leaders? They knew the secret: Feedback isn’t about criticism. It’s about growth. The Garden Analogy: How Great Feedback Works One day, Claire’s mentor, a veteran executive named Mark, gave her a new way to look at feedback. "Think of your team like a garden," he said. "Some plants need sunlight—encouragement, praise, recognition." "Some need pruning—corrections, adjustments, realignment." "Some need deeper roots—mentorship, challenges, new skills." "Your job? To help them grow—not to rip them out of the soil." That was Claire’s turning point. The 3 Rules of Game-Changing Feedback ✅ 1. Focus on Growth, Not Judgment Instead of “This was wrong,” she started saying “Here’s how we can make this even better.” It wasn’t about pointing fingers. It was about pointing forward. ✅ 2. Make It Specific and Actionable Instead of “You need to improve your presentations,” she said “Let’s work on making your key points clearer in the first two minutes.” No one can fix vague feedback. Clarity creates progress. ✅ 3. Balance Praise with Challenge She learned to celebrate strengths while addressing areas to improve. People need to hear what they’re doing right so they have the confidence to tackle what’s wrong. The Transformation: When Feedback Becomes a Superpower Claire’s team changed. 🚀 People stopped fearing feedback and started asking for it. 🚀 Mistakes became less about failure and more about learning. 🚀 Productivity soared—because when people know how to improve, they actually do. And here’s the kicker—Claire grew too. Because the best leaders don’t just give feedback. They invite it. They ask, “What can I do better as your leader?”—and they listen. Final Thought: Feedback Isn’t a Weapon. It’s a Gift. The difference between a boss and a leader? A boss tells you what you did wrong. A leader shows you how to do it right. Ask Yourself Today: "Am I helping people grow—or just pointing out what’s broken?" "Do I avoid feedback because it’s hard, or embrace it because it’s necessary?" Because the best teams thrive on feedback. Not fear. To be continued… 🚀 DC*

Whether you're a manager, team member, or a friend, giving effective feedback is a crucial skill to foster a culture of continuous improvement. Here are some practical suggestions based on my experience to make your feedback conversations more impactful. 🎯 Be specific and direct When providing feedback, it's important to avoid general statements and instead be specific and direct (while avoiding aggression) about the behavior or action you're addressing. This approach helps the recipient better understand the situation and enables them to take targeted actions for improvement. 🥪 Feedback Sandwich, yes or no? You've probably heard about sandwiching criticism between two positives; it's a popular technique suggested by many to soften difficult situations. However, I don't think it's the right approach. I believe in celebrating people when it's time to celebrate and giving them direct and honest feedback when it's necessary. The feedback sandwich often leads to unclear messages and confusion. 💾 Support your feedback with data People often rely on feelings when giving feedback, but it's essential to back them up with data. Journaling and taking note of behaviors can provide actionable insights, helping you deliver more effective feedback. Data-backed feedback is more credible and impactful in driving positive change. Combine emotions with factual evidence to ensure well-rounded insights. ✅ Provide actionable suggestions As for the previous point, to make feedback more valuable, offer practical suggestions for improvement. Instead of just pointing out flaws, provide guidance on how they can enhance their skills or approach. This way, you empower individuals to take ownership of their growth. 🙅♂️ Focus on the behavior, not the person Address the actions or outcomes rather than making it personal. By separating the behavior from the individual, you foster a growth mindset and encourage learning rather than defensiveness. This is probably one of the biggest challenges in giving feedback. ⏰ Choose the right timing and setting Timing is key! Provide feedback as close to the observed behavior or event as possible. This ensures that the details are fresh in everyone's mind and allows for prompt action and improvement. Also, find a suitable moment to provide feedback, ensuring it's constructive and well-received. 🤝 Follow up and support After giving feedback, check in on the person's progress, don't leave them alone. Offer assistance, resources, or mentorship if applicable. Showing your commitment to their growth creates a positive and supportive relationship. What did I miss? Let me know in the comments! 👇 #feedback #management #leadership #productivity #team   ---   🎯 Enjoyed this post? Follow my profile (Nicola Ballotta) for more insights on leadership, management and productivity!      📮 You may also consider subscribing to my weekly newsletter. You can find the link in my bio.

Are the outcomes of change falling short of our expectations ? Let's not linger in disappointment ; let's take action ! 💫In Theory : A simple yet powerful approach involves establishing monthly feedback and continuous improvement sessions. Create a platform where every team member, from physicians to support staff, feels free to transparently share their challenges and ideas. 🔁 In Practice : - Host a dedicated monthly feedback session where everyone can share observations, challenges, and suggest improvements. Foster an open dialogue, ensuring every voice is heard. - Create an online idea board where team members can anonymously or openly submit improvement suggestions. This encourages the emergence of innovative ideas without fear of judgment. - Identify the most pressing challenges and form dedicated task forces to explore quick solutions. These small teams can consist of members from different departments to encourage diverse perspectives. - Recognize contributions by highlighting implemented ideas and achieved improvements. This enhances a sense of accomplishment within the team and encourages ongoing participation. - Establish a continuous iterative process, periodically evaluating the results of implemented changes. Adjust based on feedback and new ideas to maintain a constant improvement cycle. What will be your first action ? Share your ideas ! #ChangeInAction #CollaborativeInnovation #ContinuousImprovement #TeamEmpowerment #BeezConsultingCH

During my formative years, I followed the traditional feedback formula: begin with compliments, provide criticism, and conclude with support. However, I left behind this "feedback sandwich" (or compliment cushioning) method many years ago. The issue? This method weakens significant messages. When encased in praise, constructive criticism diminishes its effectiveness. Even more troubling, team members come to expect criticism whenever you begin with compliments("Here comes the 'but'..."). An improved approach: Be straightforward and precise: I begin with the specific action or result that requires attention. There is no introduction, only clarity. Emphasise effect: I describe how the particular behaviour influences results, team dynamics, or business performance. Present as growth: I view feedback as a chance for progress instead of a personal critique. Collaborate actively: I inquire about their viewpoint and collectively explore solutions. My perspective may overlook something. Separate praise entirely. I offer genuine praise independently. My constructive feedback stands on its merit—never as a softening prelude to criticism.

Receiving feedback can be challenging, but how we handle it makes all the difference. Embracing a non-defensive mindset allows us to respond thoughtfully rather than react impulsively. Here’s how: 🔹 𝗣𝗮𝘂𝘀𝗲 𝗮𝗻𝗱 𝗥𝗲𝗳𝗹𝗲𝗰𝘁: When receiving feedback, take a moment to breathe and process. This pause helps prevent a knee-jerk reaction and allows you to consider the feedback objectively. 🔹 𝗟𝗶𝘀𝘁𝗲𝗻 𝗔𝗰𝘁𝗶𝘃𝗲𝗹𝘆: Focus on truly understanding the feedback being given. Listen without interrupting or formulating a response in your mind. Show that you value the other person’s perspective. 🔹 𝗔𝘀𝗸 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀: Clarify any points you’re unsure about. Asking questions demonstrates your commitment to understanding and improving, and it can provide valuable insights into how others perceive your work. 🔹 𝗦𝗲𝗽𝗮𝗿𝗮𝘁𝗲 𝗘𝗺𝗼𝘁𝗶𝗼𝗻 𝗳𝗿𝗼𝗺 𝗙𝗮𝗰𝘁: It’s natural to feel defensive, but try to distinguish between the emotional impact of the feedback and the factual information it contains. This helps in addressing the constructive aspects of the feedback. 🔹 𝗘𝘅𝗽𝗿𝗲𝘀𝘀 𝗚𝗿𝗮𝘁𝗶𝘁𝘂𝗱𝗲: Thank the person for their feedback. It takes courage to give constructive criticism, and showing appreciation fosters a culture of open communication and mutual respect. 🔹 𝗥𝗲𝗳𝗹𝗲𝗰𝘁 𝗮𝗻𝗱 𝗔𝗰𝘁: Take time to reflect on the feedback and identify actionable steps for improvement. Use the feedback as a tool for personal and professional growth. Non-defensive responses to feedback are a sign of maturity and a growth mindset. By responding thoughtfully, we can turn feedback into a powerful catalyst for continuous improvement and stronger relationships.  ---------- Hey, I'm Kevin, I am the host of Working Wisdom and The Toxic Leadership Podcast and provide daily posts and insights to help transform organizational culture and leadership. ➡️ Follow for more ♻️ Repost to share with others (or save for later)