Ghezzi Coaching

Evolving Leadership. Together.

  • Home
  • About me
    • My Mission
    • My background
    • More about me
  • About you
  • Work with me
    • Individual coaching
      • Boost
      • Focus and jump
      • Explore and Fly
    • Leadership Assessment
    • Work with teams
  • Walk&Grow
  • Blog
  • NEW – Video
  • Testimonials
  • Get in touch

Feeding Feedback

Home / Uncategorized / Feeding Feedback
December 13, 2021

id-641d7caddd018

Feeding Feedback

Image 17 new

Feedback Management is definitely not a “new” management skill.

For decades it has been listed in any management book or competence model as one of the basic skills for managers, and we therefore take for granted that any leader knows and is able to effectively give and receive feedback.

But is it really so?
From what I hear during my coaching sessions, I would definitely say NO.

The reality is, there are many organisations that still don’t have a “feedback-rich” culture, and many managers have quite significant room for improvement in this area.
Giving and receiving feedback in an effective and constructive way seems therefore to be a key, rare skill to find.

When talking about this topic, I very often hear my coachee struggling on two levels:

1. “I never get any feedback from my manager”

This is probably one of the most common phrases I hear. And my reply is usually: “Do you ask for it? And if so, how?”
There is no doubt that some managers are just more prone or more skilled in this area, but there sure is a lot WE can do to influence HOW and HOW OFTEN we receive feedback.

First of all, we should invite feedback, from our manager, our peers, colleagues, team members, etc. by being open in asking for it, for example during individual check-ins, at the end of a meeting, or after a presentation.
Secondly, we should invite people to be specific.

As much as we all like to hear “Good job!”, this is not really helpful in understanding what exactly we have done well, what was our impact, etc.
In order to do this, let’s not be shy, thank the person and then ask her to tell us more, so that we can learn and build on what we already do effectively. Be curious!

If we receive developmental feedback or bluntly negative feedback, be mindful of keeping our ears and heart open to receive it and understand it, always assuming good intentions and not getting defensive.

If we start excusing ourselves for whatever the other person didn’t find effective or, worse, we become resentful and aggressive, chances are we won’t receive much feedback from that person in the future, and we will stay blind to what doesn’t work.
Again, ask others to be specific, and be curious to understand their point!

2. "My organisation is not very feedback-rich"

My question would be “What can YOU do to foster a more feedback-rich organisation? “ How often do YOU give feedback to others?”

And by others, I mean everyone: up, down, and across the hierarchy. Yes, to your manager too!
Especially when working in a “feedback-poor” organisation, we should all take responsibility to role-model what effective feedback is, how it can be given, and how it can be received, instead of waiting for someone else to start.
After all, let’s keep in mind that “Leadership is not about titles. It’s about the willingness to step up, put yourself out there, and lean into courage”¹

If you are in a management role, with people reporting to you, it’s even more crucial to remember that feedback should not wait for the annual performance appraisal.

Feedback is neither praising nor criticizing but is offering the other person a different perspective on their impact

It really is a gift, so let’s be generous in sharing it as much and frequently as possible, in a courageous, objective, and compassionate way.

 

¹ Brown, Brené (2018), Dare to Lead: Brave Work. Tough Conversations. Whole Hearts. Random House


coaching blog feedback leadership development

Leave Comment Cancel Reply

(will not be shared)

PrevGive yourself a break
NextFight or Flight?

Recent posts

  • Digging deeper March 13, 2023
  • Playing with the Four Elements January 25, 2023
  • Experimenting with our beginner’s mind December 12, 2022
  • From Helpless to Helpful November 17, 2022
  • Learning to stay in the mud October 24, 2022
  • Let your voice be heard! September 22, 2022
  • Training like tardigrades September 5, 2022
  • Spiny like a cactus August 24, 2022
  • The “Shoulds” on our shell June 20, 2022
  • The super-power of laughter May 23, 2022

Mailchimp Newsletter

You can unsubscribe at any time by clicking the link in the footer of our emails. For information about our privacy practices, please visit our website.

We use Mailchimp as our marketing platform. By clicking below to subscribe, you acknowledge that your information will be transferred to Mailchimp for processing. Learn more about Mailchimp's privacy practices here.

Oldest Posts

  • Digging deeper

    March 13, 2023
  • Playing with the Four Elements

    January 25, 2023
  • Experimenting with our beginner’s mind

    December 12, 2022
  • From Helpless to Helpful

    November 17, 2022
  • Learning to stay in the mud

    October 24, 2022
  • Let your voice be heard!

    September 22, 2022
  • Training like tardigrades

    September 5, 2022
  • Spiny like a cactus

    August 24, 2022
  • The “Shoulds” on our shell

    June 20, 2022
  • The super-power of laughter

    May 23, 2022
  • Embracing happiness

    April 25, 2022
  • The gifts of Courageous Authenticity

    March 23, 2022
  • Who is this type of person?

    February 2, 2022
  • Fight or Flight?

    January 10, 2022
  • Feeding Feedback

    December 13, 2021
  • Give yourself a break

    November 1, 2021
  • The bitter-sweet taste of transitions

    September 15, 2021
  • Looking for the blueberries in life

    August 18, 2021
  • The side effects of (over) protecting yourself

    June 9, 2021
  • How can Curiosity and Plan B support in navigating uncertainty?

    April 16, 2021
  • Letting go of old leadership habits

    March 12, 2021
  • What do a book by a Holocaust survivor and a Disney movie have in common?

    February 2, 2021
  • The struggle to remain curious during dark times

    January 8, 2021
  • Do less to Be more

    December 9, 2020
  • The courage to be with our emotions

    November 16, 2020

Evolving Leadership. Together.

  • Kettenackerweg 29, 4125 Riehen Switzerland
  • +41 77 976 58 93
  • ghezzicoaching@gmail.com

You can unsubscribe at any time by clicking the link in the footer of our emails. For information about our privacy practices, please visit our website.

We use Mailchimp as our marketing platform. By clicking below to subscribe, you acknowledge that your information will be transferred to Mailchimp for processing. Learn more about Mailchimp's privacy practices here.

© copyright 2020 all rights reserved by Ghezzi Coaching
  • Italiano