What’s the first thing that comes to mind when you read the words feedback and review?
For some, it might be a sudden bolt of terror as you consider being on the receiving end of a rant about your inadequacies. For others, it might remind you of awkward moments of forced encouragement sharing around the boardroom table. For others, it might be more about overly long meetings that meander around, are unnecessarily drawn out and don’t always have any tangible impact. Or a combination of all that and more.
When I read the words feedback and review I think necessary!
Feedback is PERSONALLY necessary.
External feedback and review is essential to personal development and discipleship because it answers the question (we should all be asking), “How do other people experience me?” You know your motives, you know your own strengths and weaknesses, you know your intent but what you don’t always know is how those things are received by others. Feedback is the key to discovering that and to inviting the wisdom and perspective of trusted others into your personal and character development.
Feedback is essential to IMPROVEMENT.
If your team or organisation is wanting to do things well (and if you’re not, what are you doing them for at all?) and to do them the most effective and efficient way (and if you’re not, you’ll be frustrating and burning out high capacity volunteers and staff) then you need to know what is good about your good so you can keep doing it!
You can’t improve what you don’t review.
Even if something is going well, you need to know WHY so you can continue to do what made it work in the first place. Without reviewing to identify the key components to your success (in anything – a project, strategy, team meeting, performance or service provision) you may unwittingly attribute that success to the wrong thing and neglect to focus on or repeat those factors that led to the success. Furthermore, your capacity to turn good into excellent is thwarted when you don’t know why it was good to start with.
If you don’t know why it’s working when it’s working you won’t know how to fix it when it breaks.
Feedback is essential for SELF AWARENESS.
Ignorance is not a virtue. Feedback is the anecdote to that moment of revelation when we discover something about ourselves that we previously hadn’t known. “Why didn’t anyone tell me?” The people around you know your weaknesses and strengths – they are on the receiving end of them everyday. There is no benefit to remaining unaware of the impact we make on others and how we are perceived and received.
We want to learn from those who love us so we won’t be unnecessarily shocked by those who don’t.
As Proverbs 27:6 frames it “Wounds from a friend can be trusted…”. We want to invite healthy and helpful feedback from those who love us, are for us and who are onboard with the mission and vision we have for our life or our organisation and will help us to head confidently in that direction.
No one has been fired for asking for feedback but many could’ve avoided being fired if they had!
Feedback given well results in profound ENCOURAGEMENT.
People need more encouragement than we think they do – and sometimes even more than they think they do. For the most part, many of us live in the void of knowing how we positively influence people or contexts around us.
We are never in the room when we are not in the room so we don’t always know the impact we made on the room!
Feedback is the vehicle to help us understand the unique offerings we contribute to relationships, to teams, to projects and to environments.
Often, our greatest strengths and our most unique capacities feel so natural to us that we don’t realise the impact of them on others. You might observe this for yourself, often when you affirm an attribute in someone they’ll respond with “yeah, but anyone could do that.” – when the truth is no, anyone could not do that. The fact that it comes easily or naturally to you doesn’t make it universally common.
Intentional feedback gives opportunity to highlight and celebrate strengths, talents, skills and gifts in others. Providing great encouragement and fuelling ongoing engagement.
Feedback shapes a healthy CULTURE.
When feedback becomes part of your culture (in relationships, as a family, team or organisation) it is self-determining. The more we give feedback, the more aware of self and others we become and, the more aware of self and others we become, the more feedback we will be led to offer.
When feedback is expected it is more accepted.
The more we engage in intentional feedback; the better we get at giving and receiving it and, the more we anticipate that as the natural process of living our best lives. Feedback culture creates pathways for feedback to be given – intentional processes and opportunities for feedback to be invited, offered and received. These pathways are predictable, accessible and supportive of the easy exchange of ideas and review. A culture of feedback also shapes language that makes this feedback most useful.
A simple example of this is the use of the word ‘because’. “I liked your presentation this morning” is a nice pat on the back but holds little value. What did you like about it? What’s your idea of a good presentation? What are you comparing it to? What did you get from it? How has it impacted you?
“I liked your presentation this morning … because …” You used great visuals to support your point. It was really engaging. You helped me understand something new. You brought a fresh perspective … you get the idea.
Empty praise is not accepted in a healthy feedback culture.
TRUST is required and nurtured.
A key component in a strong and healthy Feedback Culture of a team, family or organisation is trust. When feedback is part of natural rhythms and interactions it builds trust.
We can trust the motives of those who would give us feedback. We can believe that they are all about working towards our shared goals or for my personal benefit.
We can trust the silence of others because we know if there was something to be said they would have said it. Feedback culture means that there is as much honesty in the meeting as there is in the hallways (or the “meeting after the meeting”). We don’t have to fear what is not being said.
We can trust how we are being spoken about because of how we are being spoken to.
A healthy culture of feedback will nurture high trust and shape an incredibly healthy work or relational environment.
Let’s keep this conversation going – watch out for future blogs in this series about the necessity of Feedback. We’ll look at asking for feedback, how to GIVE it and how to RECEIVE it. Stay tuned.