How to Give Feedback that Actually Works: A Rapid Guide

In the art of feedback, the goal isn't to change people but to inspire growth. It's a journey, not a critique session. Ready to have your mind changed about how it's done?

Feedback (and any criticism) often feels like a gut punch, especially when it hits close to home. But what if we reimagined it as a tool for building, not breaking?

There are three types of managers:

- The Critic 🤔

- The Coach 👨‍💼

- The Fan 🙌

Each plays a unique role in development, but the real magic happens when you blend their strengths. Which blend are you?

Effective feedback is like a well-crafted question. It invites reflection and resolve, not defensiveness. Think of it as opening a door, not pointing out a flaw.

Frequent, minor feedback is the pressure valve of team dynamics. It prevents the build-up that leads to blow-ups. It's about consistent calibration, not occasional confrontation.

Embrace the ABCs of development:

- Alignment over authority

- Balance in feedback

- Consistency in approach.

This trio is your toolkit for nurturing talent and fostering growth.

Real growth happens in the real world. The best development plans blend training with actual work, turning theory into practice. And when someone teaches what they've learned? That's when you know it's sticking.

The CALM approach to feedback:

- Clear expectations

- Actively scout positives

- Linear & clear feedback

- Mutual alignment

It's a roadmap for constructive, empowering conversations.

Why focus on the positives? Because we grow faster from our strengths. It's about leveraging what's already working well as a springboard for development, not just fixing what's broken.

Bottom line: Feedback isn't just about pointing out what's wrong. It's about building trust, offering clarity, and providing practical steps for improvement. It's a three-legged stool: remove one, and it falls over.