Feedback-ul este una dintre cele mai puternice unelte pe care le au liderii pentru a crește performanța și a crea o cultură organizațională sănătoasă. Cu toate acestea, este adesea neglijat sau oferit ineficient, ceea ce duce la lipsă de claritate, demotivare sau conflicte, Inspirat din surse valoroase, acest articol explorează de ce feedback-ul este esențial, de ce poate exista un decalaj sau o întârziere în oferirea acestuia și cum să dezvolți competențele necesare pentru a-l face eficient.
Why Feedback is Crucial in an Organization?
Providing feedback is essential for several reasons:
– Improves Performance and Corrects Direction: Well-structured feedback helps employees understand what expectations leaders have of them and allows for quick adjustments to improve results.
– Creates a Learning Culture: When feedback is integrated into the team dynamics, the organization promotes transparency, collaboration, and a willingness to learn from mistakes.
– Motivation and Trust: People feel more valued when they know what they are doing well and what they can improve. Feedback provides clarity, direction, and support, strengthening the relationship between the leader and the team.
Why is There a Gap or Delay in Providing Feedback?
It often happens that leaders delay or avoid giving feedback for various reasons:
– Fear of Conflict: It is challenging to address sensitive topics without creating tension.
– Lack of Skills: Well-structured feedback requires clear communication skills, and many leaders feel unsure.
– Assumption that Change Happens on Its Own: Some leaders believe that the team will recognize mistakes without intervention, which is not always the case.
– Prioritizing Other Tasks: In a busy schedule, discussions about feedback may seem less urgent, but postponing them can negatively affect the team’s performance.
Challenges in Providing Feedback
Even when feedback is given, there are common mistakes that can reduce its effectiveness:
– Lack of Clarity: Vague or ambiguous feedback does not help the person understand exactly what needs to be improved.
– Focusing on the Person, Not the Behavior: Comments directed at personality traits can be perceived as personal attacks, generating resistance or defensiveness.
– Ignoring Balance: Feedback that highlights only weaknesses can discourage and affect motivation.
– Lack of Solutions: It is pointless to criticize without offering concrete steps for improvement.
How to Provide Efficient Feedback
Inspired by “How to Talk to Anyone,” an important skill for leaders is the ability to establish an authentic connection. Communication is not only about conveying information but also about making it relevant and well-received.
– Create an Open Environment. Start conversations on a positive note, demonstrating empathy and support.
– Use Accessible Language: Avoid jargon and provide clear examples to ensure understanding.
– Maintain a Positive Attitude: Acknowledge the efforts made before addressing areas that need improvement.
A Structured Method for Feedback: ACT
An useful model for providing structured feedback is the ACT method:
– A – Action: Focus on observable behaviors and describe them clearly and objectively.
– Example: Instead of saying “You’re not involved enough,” you can say “I noticed that you were late in completing the report requested last week.”
– C – Communication: Explain the impact of the action on the team or project.
– Example: “This delay affected the overall timeline and put additional pressure on deliveries.”
– T – Target: Suggest concrete steps for improvement.
– Example: “I encourage you to check deadlines more frequently and seek support if you encounter difficulties.”
Developing the Skills Necessary for Effective Feedback
To provide feedback that is well-received and impactful, leaders need to develop the following competencies:
– Active Listening: Create a safe space for discussions and allow the other person to express their point of view.
– Clarity and Objectivity: Use concrete examples and avoid generalizations.
– Empathy and Respect: Be attentive to the other person’s emotions and frame the message in a way that encourages rather than discourages.
– Solution-Oriented Approach: Always provide clear steps and support for implementing them.
Conclusion
Feedback is one of the most important skills a leader can develop. While it can be challenging to provide timely and effective feedback, using a framework like the ACT method and developing communication skills can transform these conversations into valuable opportunities for growth and collaboration.
Sources of Inspiration
This article was inspired by renowned works:
– “Crucial Conversations: Tools for Talking When Stakes Are High” by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler – for insights related to managing difficult conversations and creating a safe dialogue environment.
– “Think Faster, Talk Smarter: How to Speak Successfully When You’re Put on the Spot” by Matt Abrahams – for the structured ACT model that facilitates clear and solution-oriented feedback.
– “How to Talk to Anyone: 92 Little Tricks for Big Success in Relationships” by Leil Lowndes – for ideas related to authentic connection and using accessible language in communication.
– Practical experiences and best practices in leadership and organizational development.
All concepts have been integrated in an original and contextualized manner to provide a unique perspective on this subject.
