The Feedback Formula for Leaders: Do you struggle to provide effective feedback
Communicating as a leader is never easy
Understand that different feedback has different effects on people. Balance between Negative and Positive Feedback
Communication and leadership are inextricably linked. If the two ever split, efforts, organisations, and vision become survivors trying to make a living in a dysfunctional setting. Comprehending how to use criticism and suggestions as a method for correcting and empowering those you lead.
The best concept of feedback is given by Kevin Eikenberrry’s Four Types of Feedback Model. His model breaks feedback into:
Negative feedback
Positive feedback
Negative feedforward
Positive feedforward
His strategy helps leaders to strike a balance between constructive and negative feedback, with a focus on offering suggestions for potential improvement.
The approach to constructive feedback is to balance both positive and negative aspects in it, rather than skipping negative feedback.
What balanced feedback looks like? Blanket praise, which is ambiguous and insincere, is one of the most ineffective and insincere types of feedback.
Here are a few things to think about when giving balanced, yet feedforward-oriented feedback:
1. Ensure that the feedback is objective rather than emotional.
2. Focus on actions rather than people or teams.
3. Provide balanced feedback and always reinforce good attitudes that you want to see replicated.
4. Offer recommendations and advice on how results can be changed in the future while providing negative feedback.
5. Teach the team how to use their strengths to compensate for their weaknesses by focusing on their strengths.
6. Have a conversation rather than a monologue.
7. When it comes to giving feedback, timing is crucial.
It’s not about you, your views, your positions, or your situations as a leader when
it comes to communication. It’s all about moving them forward, picking them up and carrying them
