feedback

feedback

Why

• it helps individuals grow
• makes a stronger, more effective team
• makes things less painful
• you don't get what you don't ask for

What is not feedback

• If it isn't observable, you can't give feedback on it.
• If it is observable but it has no impact, you can't give feedback on it.

When

you have options based on preference:

1. In the moment
2. At a scheduled time, such as a one-on-one

But make it frequent.

feedback equation

observation of behavior + impact of behavior + request or question = specific, actionable feedback

1. No judgement / assessment with the observation. Just the facts.
2. Really drill down on the impact. Ask 3 times what the impact actually is.

src: Resilient Management