How can you give actionable feedback that inspires growth and development?

1. Identify strength and weaknesses, discuss these openly and privately with the relevant person. Praise their strengths publicly. 2. Communication is key. We can say everything, but not in any manner. We need to be sensitive as to how we frame feedback. We need to remember that where there is miscommunication - there are two sides for that, one is us. 3. Clearly share why the feedback is relevant not only to the organization, but to the person's growth, too. 4. Solutions: Discuss creative ways to develop the person's abilities - at least one new skill\knowledge a year. People want to grow where they feel appreciated, learn new things and have challenges they can overcome. 5. Provide feedback with focus on results, not their character.

Knowing the purpose of the feedback helps to articulate the message accordingly. It becomes easier for the person receiving the feedback to understand the actions taken and work towards improving if anything is missing.

Feedback is an important part of any workplace and leader's skills. It helps me avoid repetitive mistakes, learn new skills, and get better results. Feedback is a tool to increase transparency, improve performance, and give motivation. It helps to create a friendly work environment. It is a strategic tool, and based on it, you can adjust your business goals to be more smart and achievable.

Feedback is important at all stages . If you are correcting a mistake privately, using an affirmative and positive speech is very important paving a path to corrective outcome which should be then definitely acknowledged in presence of team or leadership.

In my opinion giving actionable feedback is the most honest way to help people succeed in their roles. The feedback should begin with positive reinforcement, that helps set a positive tone. Being specific and clearly identifying actions that needs to be addressed makes the feedback more actionable. Encouraging a growth mindset, by linking feedback to goals and values is also useful.

Whether SBI model or any other model, I believe it is critically important to ensure the person you are providing feedback to is ready to receive it. It can be as simple as “I would like to provide you with some feedback on today’s call/meeting (or whatever the feedback relates to) do you you a few minutes now or should we schedule some time tomorrow?” If you just start sharing feedback, particularly if it is pertaining to a growth or improvement area, the person may not be in the right headspace. If they have any self awareness they probably know the call/meeting didn’t go well and they may feel instant feedback is piling on. I always start on a positive & then go to growth areas to coach the person to reach their full potential.

The SBI model is a really good simple and comprehensive model to guide people in giving feedback. As with any model, it is just a guide...those using it must have the skills and competencies to implement the model effectively. Emotional Intelligence is key...managing your own emotions throughout feedback conversations and the ability to read the emotions of others and choose the appropriate behaviours. People need to feel that you care so it is as important to let positive emotion out and use it in the right way, as it is to manage any negative emotion. Inspiring people through feedback requires using emotions effectively in tandem with the words you speak.

It’s always good to praise in public and reprimand in private! Also, it’s the situation which is positive or negative, not the person. While giving feedback, frame it in a positive manner depicting how will it benefit the team as well as the person herself/herself. Show the big picture and the long term impact on their growth along with organization’s growth. We should be fair in our approach and the feedback will be taken in the desired manner.

It is often overlooked, but it always talked about. Regardless, of position it is "Speaking in terms of the Listener," What most people do is provide feedback that is delivered in your own terms and not theirs. Success, is based on how they are able to comprehend, not feel judged, provide solid factual feedback for them to GRASP the intention of what you are delivering. Whatever, your model is of choice to use, use it in a way that is collaborative, shows a thought process and invites understanding.

This model promotes objectivity and clarity. It helps to facilitate a shared understanding between the giver and the receiver, promoting a culture of growth and development

Often the times I have seen real action and change of the outcomes (not output) is when I can get another high caliber talent really stretching their own internal gears. Asking the right questions that goes beyond the status quo. Stretch and bend the current state. Ask the 5 whys when “we can’t do that” comes up. Nearly always new ideas and realizations that the current “limitations” are really just prior choices we can change. Then things really start to happen and we avoid fractional incrementalism in our achievements.

It is a fact that self-realization and improvement are the best and most effective. What doesn't come from within will lack fire, in turn causing a lack of consistency in the long run. Any person who guides or gives feedback can only show a path or give a suggestion. This is closely related to the thought that "a teacher cannot teach a student to do something instead, he/she can only facilitate the student's learning". Asking questions urging people to probe themselves and giving suggestions or hints where they get stuck might be the most effective feedback method yet. This would help them realize points where they need improvement and also help the person giving the feedback get more insights into the root causes of concern.

When asking questions, you are seeking to understand and not accuse. This approach is disarming. Employees are more likely to accept what is being said versus dismissing it immediately. The nature of questions is reflective. For behavior change to occur, one must self-reflect and internalize the feedback, figure out what it means going forward. This is why concrete examples work so well. Sometimes, we come across as pretty theoretical in these conversations, but when you give examples of behavior, you create the space for reflection. The employee can go home later, reflect on what was said, and use those examples as a benchmark tool. Noting distinct illustrative differences can be the catalyst for change. That’s the purpose.

When providing feedback, it's effective to offer constructive suggestions by focusing on specific behaviors or actions, emphasizing the positive aspects first, and providing actionable steps for improvement. This approach encourages growth and fosters a more constructive dialogue.

When providing feedback, it's effective to offer constructive suggestions by focusing on specific behaviors or actions, emphasizing the positive aspects first, and providing actionable steps for improvement. This approach encourages growth and fosters a more constructive dialogue.

A big part of being a transformational leader is being receptive to feedback. It gives a layer of authenticity to your leadership style. Asking for feedback conveys the message that you, too, are looking for ways to improve. The key here it to actually listen and be receptive, not just lip service.

One thing I have found extremely effective is being open and receptive to feedback. Seeking feedback is possible if one knows oneself (also, be aware that there could be blindside too), and are comfortable under our own skin. What's equally important is to focus more on what's said than who's saying it and how it is said (if it's well intended). How to take feedback? Good Listening skills are underrated. Genuinely listening to the other person is a basic form of showing respect. Listening to understand & learn, is a simple form of growth mindset. But does all feedback matter? May or May not be. That's why having an understanding of self is important to differentiate what really is needed for growth & what to take with a pinch of salt.

One thing I have found extremely effective is being open and receptive to feedback. Seeking feedback is possible if one knows oneself (also, be aware that there could be blindside too), and are comfortable under our own skin. What's equally important is to focus more on what's said than who's saying it and how it is said (if it's well intended). How to take feedback? Good Listening skills are underrated. Genuinely listening to the other person is a basic form of showing respect. Listening to understand & learn, is a simple form of growth mindset. But does all feedback matter? May or May not be. That's why having an understanding of self is important to differentiate what really is needed for growth & what to take with a pinch of salt.

One thing I have found extremely effective is being open and receptive to feedback. Seeking feedback is possible if one knows oneself (also, be aware that there could be blindside too). What's equally important is to focus more on what's said than who's saying it and how it is said (if it's well intended). How to take feedback? Good Listening skills are underrated. Genuinely listening to the other person is a basic form of showing respect. Listening to understand & learn, is a simple form of growth mindset. But does all feedback matter? May or May not be. That's why having an understanding of self is important to differentiate what really is needed for growth & what to take with a pinch of salt.

In order for you to grow personally and professionally is always important to seek for feedback. I have found helpful to look for three types of feedback: - From a colleague with a similar role/tasks/experiences as you: to see how well you work as a teammate and colleague to your peers. - From a colleague with less experience: to see if you have mentoring and/or leadership skills. - From someone who has a higher role than you: to be able to ask for growth opportunities, abilities you lack, etc.

Give specific, behavior-focused feedback using "I" statements. Balance positive and constructive aspects, set clear expectations and SMART goals. Encourage self-reflection, offer support, and provide resources. Follow up regularly, acknowledge effort, and maintain an open dialogue. Seeking feedback yourself demonstrates openness and builds trust, fostering a culture of continuous improvement and development within teams or organizations.

Feedback is an ongoing conversation that helps us all evolve. It's crucial to circle back after sharing feedback. This follow-up isn't just a check-in; it's an opportunity to genuinely connect, understand, and support each other's learning paths. Acknowledging someone's efforts and achievements, no matter how small, is super important. It's not just about saying 'well done'; it’s about recognizing the courage it takes to grow and showing that their hard work is truly making a difference. This approach turns feedback into a powerful tool for continuous growth and development.

Give specific, behavior-focused feedback using "We" statements. Balance positive and constructive aspects, set clear expectations and SMART goals. Encourage self-reflection, offer support, and provide resources. Follow up regularly, acknowledge effort, and maintain an open dialogue. Seeking feedback yourself demonstrates openness and builds trust, fostering a culture of continuous improvement and development within teams or organizations.

Effective communication requires the cultivation of empathy. Throughout my professional journey, I've encountered diverse types of supervisors whose feedback has significantly contributed to my development. However, only a select few leaders have left a lasting impression on me, nurturing my enthusiasm for continuous learning. The combination of passion and empathy is key to delivering a compelling message.

There is always another chance to score 💯! The next interaction is the one that matters. Let's celebrate what they did right and follow up for the next one!

The significance of timing and context cannot be overstated in giving feedback. Aim to provide feedback quickly and select a suitable environment for it. For matters of a sensitive nature, a private discussion would be better. It's important to remember that feedback isn't solely for pointing out flaws; it also involves acknowledging commendable work, which, when done publicly, can greatly uplift team morale. Pull people aside as often to praise as you do to provide other feedback!

Empathy can’t be emphasized enough. Solution based thinking is the key to the success of your team. Not focusing on the problem, but always looking for the best solution. Caring about what caused the issue, finding solutions to fix the issue, and caring enough to follow up to make sure everyone is still ok. No bandaid fixes, but really listening and fixing the problems. Valuing everyone’s opinions, regardless of team level and making sure everyone is working towards the same end goal. Alignment comes with understanding, and understanding comes with empathy.

I am a perfectionist and demanding professional. Therefore, many times, I find myself giving unwanted or even unneeded feedback. Most of the time, this feedback can have a backlash effect. Thus, I have one last advice: ensure that your feedback can have an impact. If not, and you genuinely need to encourage a change in the other person, create a situation where your feedback will be appreciated or sought after. Sometimes, establishing trust and fostering a free-flowing relationship may even be necessary beforehand. Giving feedback may be rooted in rational premises, but it can confront very emotional aspects of the other person. Therefore, building teams where giving feedback becomes natural is even more important than the method itself.

O feedback é uma ferramenta que deve ser verdadeira e sempre apresentada com fatos e dados. E importante que o receptor se veja em cada situação exemplificada e a condução deve ser feita de forma natural. Objetivo principal: fazer o ouvinte repensar sobre seu papel dentro da área e da empresa, ressaltar pontos de destaque e redirecionar onde seja necessário correção ou uma evolução. Qual o melhor resultado? Quando há conexão entre as pessoas. Esse é ponto chave: CONEXÃO! Mesmo se há pontos a desenvolver que se entenda sempre o contexto.

One thing that makes feedback effective is its timing and frequency. 1- Consistency: I think agreeing on regular moments creates space for follow ups and leads to more efficient results and sustainable growth. 2- Surprise: Especially when it comes to positive feedback. I believe that sending encouraging and personalized messages when they are least expected creates a stronger bond and makes the other person feel seen and appreciated. Get creative with this type of feedback! It can be paper note on a desk that they get to see first thing in the morning :)