Feedback Mistakes Leaders Make

I’ve learned that most people like to know how they’re doing–what they’re doing well and in what ways/areas they could improve. Dan Rockwell shares some great ideas on how to a better job of giving helpful feedback to those who look to you for leadership.

Guest Post by Dan Rockwell

96% of employees say feedback helps them grow. Yet 32% wait three months or more to receive it. Even when feedback is given, only 50% act on it.*

Examples of positive appraisal:

• “You’re on the right track. Keep it up.”
• “I noticed you stayed late to finish this report. Your dedication makes a difference.”
• “I appreciate you speaking up more in meetings. Your input matters.”
• “You brought positive energy when you shared what you’re learning.”

Examples of constructive appraisal:

• “I noticed you cut people off in our meeting. It’s important that people participate. Let’s talk about how to make sure everyone feels heard.”
• “You agreed to send the update Friday, but it didn’t come through. Following through builds trust. Let’s talk about how to manage priorities better.”
• “I noticed a few key details were missing in your presentation. Let’s walk through how to make sure those are included next time.”
• “When you (name behavior) it doesn’t serve you well. Let’s work on ways to turn this into a positive.

• Feedback isn’t:

  • Advice. Performance conversations include coaching and advising. Feedback simply names the behavior and its impact—nothing more.
  • Therapy. You’re not there to explain why people behave a certain way. Focus on what they do.
  • Personal. “You missed a deadline” focuses on behavior. “You screwed up” attacks the person. Separate performance from the person.

  • 5 Feedback Mistakes:

    #1. Dancing around the issue. Get to the point.

    #2. Focusing on the past. Spend most of the conversation on improvement. “What can you do to improve this situation? How can I help?”

    #3. Failure to follow up. End with, “Let’s meet next week to discuss your progress.”

    #4. Saying “we.” “We need to follow through” softens accountability. Say “You need to follow through.”

    #5. Harshness. Be kind and direct.

    What’s your best tip on this topic?

    16 Ways to Give Constructive Feedback Like a Human

    *Source

    Humility and self-reflection strengthen leaders for the battle. Click here to check out, The Vagrant: The Inner Journey of Leadership. It’s a wonderful tool for leaders facing challenges.