How can feedback build accountability and ownership?

Giving feedback is one of the most important that leaders and managers can do. Imagine an olympic gymnast -- one has Bela Karolyi giving feedback minute by minute, vs another gymnast who just does the same vaults again and again, trying to approve. It is a skill to give feedback. how to make it helpful, not hurtful? Before giving feedback, you need to build trust with the receiver that you're actually trying to help them get better, as opposed to just telling them all the things they're doing wrong.

Feedback is how we truly grow. Listening to learn can provide us with intel, that we can then use to change, pivot or hold fast in our current state. Feedback lets us know that we can openly communicate with those around us, and can often lead to an establishment of trust in working relationships.

One of the most powerful things an organization can do is to create a culture where giving and receiving feedback becomes the norm… that means both kinds of feedback. Because while praise is affirmation, criticism is investment. But there are rules to providing thoughtful criticism. 1- Criticize the behavior not the person 2- Criticize without emotion 3- Criticize in private 4- Sarcasm is never appropriate 5- Be willing to criticize yourself as well 6- Give people the benefit of the doubt (as the question before you say the thing)

Um bom aprendizado para oferecer feedback crítico ou de correção é colocar o foco da conversa nos fatos, no comportamento e na consequência deles, sem qualificar (ou desqualificar), sem rotular a pessoa. Também considero importante trocar ideias com o colaborador para entender sua visão, não só do que não funcionou como também do que poderia fazer para que tivesse um melhor resultado. Ouvir e valorizar a opinião do profissional, favorece que ele reconheça e tome responsabilidade por suas ações.

My favourite way is thinking of feedback as a gift, and if I don't like the gift, I can still say "thank you" and then throw it away. It frees me from thinking that I always have to act on the feedback I receive. As Marshall Goldsmith says, "Treat every piece of advice as a gift, a compliment, and simply say, “Thank you.” No one expects you to act on every piece of advice.”

Nós nos desenvolvemos para aceitar os feedbacks como ferramentas de desenvolvimento, pois se não os tivermos, acharemos sempre que está tudo bem e que não precisamos melhorar em nada. A melhor atitude é agradecer e se tiver dúvida do que foi falado, esclarecer, pedindo exemplo da situação. Depois, pensar bem no que ouviu, entender porque foi "criticado" e buscar formas de aperfeiçoar o comportamento.

1. Lead by Example: As a leader, set the standard by giving and receiving feedback openly. Make it a habit to acknowledge your own mistakes and show how you learn from the team. 2. Foster a Safe Environment: Allow team members to express their opinions without fear of retaliation. Show respect to those that disagree with you. 3. Regularly Request Feedback: Make it clear that you value others' perspectives. Ask for feedback on team processes and outcomes. 4. Maintain Open Communication: Ensure transparency in decision-making. 5. Recognize and Reward: Recognize those who give and receive feedback effectively. Creating a culture of honest and helpful feedback takes time, but it's key to continuous improvement.

If you like to read and are looking for a model, look no further than Kim Scott's Radical Candor. This book lays out what a culture of feedback looks like and how to achieve it. Make no mistake - this is not an easy fix with a wave of a wand. In order to have a culture of feedback, there needs to be a deep level of trust. Trust that we can debate openly and respectfully - without fear of being retaliated against. Trust that we are challenging each other's ideas - and not attacking the person. Trust that all members of the team will speak up before buying-in - and not gossip and talk smack behind people's backs. The leader of the team needs to model this behavior everyday - without fail!

Feedback is a gift if you don't make it weird. Here are some of the best tips for leaders. 1. Make it specific. 2. Make it timely. 3. Avoid generic. And make sure it goes both ways, not just down. Here are 3 questions to add to your 1:1s. 1. What do you want me to continue? 2. What do you want me to start? 3. What do you want me to stop? Then, listen carefully and adjust. Ask clarifying questions. Bonus tip: address the situation. Never make it personal.

Constructive feedback, when delivered in a supportive manner, builds trust. Trust in turn encourages individuals to take responsibility for their actions and decisions.