Feedback is critical to high performance. The best kind is always from the work itself. However, many times we require more than simply becoming present to our work to turn up our performance. Oftentimes, feedback must come from outside ourselves; from another human that is tuned in, capable, and willing to tell us the truth. Feedback, isn’t all created equal. The best kinda feedback is not about what to STOP doing. This may be part of the feedback, no doubt, but it isn’t enough on it’s own. In other words, telling the head of your system that “he’s the only one around here that can make a decision,” doesn’t constitute good feedback. Yes it took some nerve to blurt it out, especially if it was blurted directly toward the head. Yes, it may be true about your leader. It’s just incomplete.
Good feedback is always specific, concrete, and actionable. And, good feedback includes a solution, a recommendation, or an alternative imbedded in it’s delivery. For instance, telling your leader you are more equipped than she is to take the lead on project “X” and that you want to do so effective next month, is an example of good, complete feedback done CCD. Having a specific, concrete, actionable, and written plan for how you will run project “X” kinda seals the deal. This is the BTL recipe for how a leader gives another leader feedback to improve performance. This leader has thought through what will improve performance in his system, has proactively put together a plan, and transitions power in the right places. What leader wouldn’t want more feedback like this…
Remember, whining or bitching or victim speak do NOT constitute good feedback even if they’re said ever so nicely. High performance leaders give specific, concrete, and actionable feedback up,down, and all around. This feedback always contains a solution, a recommendation or an alternative imbedded in it. Your team needs you to give and receive this kinda feedback. Make this one of your New Year done so’s. Give and receive feedback like this. Good…
BUILT TO LEAD 