What are the most effective feedback strategies for teams in conflict?

Root cause investigation is done most effectively when approached in an objective manner. It's critical to create a non-judgemental, safe environment - an environment that allows people to admit mistakes. By framing mistakes as opportunities to learn and improve, you will increase both the speed and the quality of your root cause analysis.

In my experience before giving feedback I need to be open and focus on receiving it, listening to the other part, asking questions and understanding what their needs are. Only then I can share my perspective and offer my feedback. It is likely others will listen more if I can listen to them first. It may not feel easy, but the more we do it the easier it becomes.

The most effective feedback mechanism is one that provides a 360 degree view of the problem statement and views of stakeholders involved. This avoids cognitive or confirmation biases that tend to creep in when feedback is unidirectional. Secondly, the best feedback is one that is timely. It ensures accuracy of content while eliminating padding to a large extent.

Timing and setting play a pivotal role in the effectiveness of feedback delivery. It's not just what you say but when and where you say it that matters. Addressing team members during moments of high stress or in public can be counterproductive, leading to defensiveness and reduced receptivity. Choosing a calm, private space for feedback creates an atmosphere of trust and openness. Seeking consent from the team members demonstrates respect for their feelings and readiness, building stronger rapport. It's a thoughtful approach that ensures feedback is constructive and well-received, ultimately contributing to team growth and collaboration

Agree that timing and setting is crucial. At the same time, do not wait for the "perfect timing and setting" as the opportunity to address the concern could lose the significance as too much time has lapsed. Commit to follow up discussions as some individuals or groups may need time to digest the feedback. Feedback and effective communication shouldn't be one sided.

Timing and environment are key factors in effective feedback. As a coach, I would emphasize the importance of creating a safe and private space for feedback conversations. Make sure team members are emotionally ready to engage, and consider their schedules and workloads to choose an appropriate time.

I just delivered two trainings for a small company of 30 employees on peer feedback using the SBI model. For a flat hierarchy organization, where open communication is encouraged, it becomes a battle of the loudest. In this case, there are many smart and introverted people, especially in larger meetings, whose voices disappear. With this model's precision, clear approach, and ability to be used for both positive and constructive feedback, it empowers everyone to speak up.

The SBI model is indeed a fantastic approach for giving feedback effectively. Breaking it down into situation, behavior, and impact makes the feedback specific and objective, which is key for constructive communication. It takes away the ambiguity and subjectivity, ensuring that the feedback is valuable and actionable and not personal. This frameworks gives us a structure around the conversation, thus making it professional and on point.

The Situation-Behavior-Impact (SBI) model is a valuable tool for providing feedback. I'd encourage team leaders to use this framework to make their feedback specific and constructive. This model can help team members understand not only what needs to change but why and how.

Effective feedback strategies for teams in conflict include: 1. Maintain Open Communication 2. Focus on Behavior, Not Personality 3. Use "I" Statements statements to avoid blaming others. 4. Active Listening 5. Facilitate Constructive Discussions 6. Promote Empathy 7. Set Clear Expectations and Goals 8. Regular Evaluation 9. Timely Feedback 10. Problem-Solving Opportunities Cultivate a Collaborative Culture 11. Confidentiality and Trust By implementing these strategies, teams can effectively address conflicts, improve communication, and work harmoniously together.

I've found that balancing positive and negative feedback is a real game-changer. Recognizing the team's strengths and celebrating their wins can be a powerful motivator. At the same time, gently addressing areas for improvement can guide the team to grow even stronger and efficient. This approach helps develop a positive and high-achieving team.

When giving feedback one should start with positives first as it boosts the morale of the receiver and then it should be followed by the pointers which say about the scope of improvements .

Feedback should be a two-way street. Encourage team members to provide their perspectives on the issues and how they can contribute to resolving conflicts. This fosters a sense of ownership and collaboration. As a coach, I'd suggest using techniques like active questioning to elicit valuable insights.

Seeking feedback begins before you actually need the feedback. One of the ABSOLUTE best strategies we have employed at our company, Paradigm Shift (ps.company), is adopting a culture of “healthy conflict.” This sounds simple, but has been remarkable. Simply by naming it proactively, it has increased feedback at all levels. 1. Name it (we want a culture of…) 2. Talk about it often (especially when not necessary in the moment) 3. Encourage it (especially among senior leaders)

Be ready for the two-way feedback loop. Sometimes, it can seem overwhelming, but it is a game changer because it will elevate and refine your coaching skills. Be patient and kind to yourself. It takes time to grow those coaching skills. We use feedback as a practice to reflect and strengthen our coaching team.

I find that scheduling dedicated "coaching sessions" (separate from a usual 1:1) after delivering feedback can actually be super helpful for not only following up and following through, but for continuing the conversation. When team members feel like they are actually being invested in regularly on how they can improve AND you're helping them get there, it can make a massive difference and really help promote engagement!

After providing feedback and initiating conflict resolution, it's essential to follow up and ensure that the agreed-upon actions are being taken. As a mentor, I would emphasize the importance of accountability and supporting team members in their efforts to resolve conflicts.

Before giving a feedback, be a good analyst of the situation, share your expectations with everyone, and make sure they understand them. Be informed and knowledgeable and make the employee feel that he or she is the expert, not you. Ask him what he thinks about performance and how it can be improved? Build on his answers, and expect that he does not know or does not have the skill. Your role is to create awareness in him and help him in order to possess knowledge and develop the skill. Be specific, keep your words few, your sentences clear, and your standards achievable.

From experience, I would also suggest to focus on behaviour, not personality while giving feedback. Feedback should be about specific behaviours or actions, not judgments about a person's character. This helps prevent defensive reactions and aggression. Encourage team members to reflect on their own behaviour and contributions to the conflict. Self-awareness is key to personal growth.

The most crucial part of any feedback strategy is actually time. If an organisation is not willing to invest the time to nurture a culture in which effective feedback strategies can be put into place, in which the root cause can be identified and teams can learn and practice the feedback strategies that work best for them, then attempting to implement effective feedback strategies can not work out. Especially, because completing the entire cycle of feedback given and accepted, of feedback being worked on and solutions found, requires high levels of awareness, which comes with time and practice.