In my role as COO, I’ve been on a journey of self-discovery. One aspect of leadership that I’ve always explored and reflected upon is the art of providing feedback.
This was further ingrained during a leadership conclave where we talked about “unforced errors” and their ripple effect which can only be corrected if we provide clear and timely feedback. It’s a realization that goes beyond our tendency to sometimes adopt a casual attitude, assuming that slip-ups are acceptable. As while the slipup registers in our mind as irritants, you haven’t even communicated the same to the doer which prevents the opportunity of course correction.
Feedback is a vital component of our culture at Rayden Interactive, and it’s something I deeply believe in. However, I’ve come to realize that, like many, I’ve struggled with striking the right balance between constructive criticism and maintaining a positive atmosphere. I vividly recall one of my early feedback sessions with my direct reportees. To my surprise, my attempts to turn constructive feedback into positivity inadvertently left my reportee with a false sense of all is well😊.
In my pursuit of delivering more effective feedback, I’ve initiated a few steps:
– Avoid mollycoddling
– Provide specific examples
– Critically evaluate the exhibited behaviour and not judge the individual
– Resort to capturing your feedback in an email mitigating misunderstanding of verbal feedback
– Commit to continuous improvement with a mentoring approach
Feedback is a gift that fuels growth. Do you agree?
What are your thoughts and experiences on the art of feedback?