FEEDBACK
According to Craig Groeschel, “Without a doubt, one of the most important tools to develop in your organization is a consistent culture of feedback. Without honest, timely feedback, your personal and organizational growth is always limited.”
Here are notes from Groeschel’s podcast (episode 27 & 28) on feedback:
Most people don’t know how to give helpful feedback. (That’s why we recommend listening to both of these episodes.)
Don’t dread feedback. Crave it. Feedback helps us grow. Feedback shouldn’t be something we just endure. Feedback is something we should embrace.
“The best feedback is all about WHAT WE DO—not WHO WE ARE.
”When receiving feedback, ask clarifying questions. General questions rarely lead to specific answers. You’re going to hear some things you don’t like. When that happens, don’t get defensive. Instead, train yourself to respond by saying things like, “Tell me more” or “Help me understand.” And don’t just wait for feedback; seek it out! That will make you better, and it will show that you value the input of those around you.
“Helpful and honest feedback can be the difference between being a good leader and a great leader!"
Your biggest win is to make immediate feedback the norm. (Not annual or just when there is a problem.)
“It’s difficult to focus on how to improve if you don’t know where you stand."
Two categories of feedback: appreciation and coaching. Separate the two when you can. Appreciation should be a regular part of your culture. Most people just want to know that their leader notices them—you can’t assume they know. When you think something kind, say it. Any time you can show appreciation without coaching, do it.
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