The Gift of Effective Feedback

Gifting someone an opportunity to grow is truly a leadership skill.  Having effective 2-way discussions about how someone is tracking to expectations should be a motivating and learning experience.   It truly doesn’t matter if you are sharing ‘praise’ feedback to give due recognition, or ‘redirecting’ feedback where you are looking for a change in behaviour, both are investments in success.  If we don’t know what’s working well or not, we can never really celebrate success and have that excitement and satisfaction for a job well done.  The dictionary meaning for feedback references, helping growth, moving forward effectively. 

Introducing Kreating New Collaborations BICK model for feedback.  I’ve used a lot of different feedback models in training groups and as a leader.  Something was always missing for me in using 3 step models which focus on behaviour, impact and action moving forward.  The BICK Model covers Behaviour, Impact, Collaboration (discussing pathways forward together) and adds a fourth step which I have found invaluable.

The K is for Keep in Touch.  Once we have had the 2-way feedback discussion on what needs to happen (do more of that, or change that), I’ve found it extremely powerful to set a review date at the same time.   Feedback conversations are a means to move forward, and it is far easier to set the expectation (and solid time confirmed) to revisit the discussion than restart the process.

Something along the lines of:

“Thank you working through this with me.  Now that we have decided the best way forward, let’s set a time to meet in 2 weeks to see how it’s working out”.

It takes the bite out of following up, and the angst from “Now what?”.  Both parties know a revisit is coming, and that the action decided needs to be completed.  Easy, low stress and powerful to help create accountability and pride in what is achieved.

Feedback is a fabulous tool if used correctly as a two-way discussion to truly understand what is happening and how projects are travelling.   It should never be about tripping someone up or creating win/lose outcomes.  Feedback is the gift of caring about how a team can move forward with pride, satisfaction and growth.

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Mid-Year Performance Conversations coming up?

 Performance appraisals can be harrowing for leaders and team members alike.  Kreating New Collaborations would like to invite you to reach out and learn about small bite Lunch’N’Learn, or Morning Boost  opportunities.  Set your team up for success learning delivered virtually or in person. 

Learning Bites include:

• Effective Feedback – using our BICK model to drive 2-way focused interactions

• Setting Goals – setting goals that motivate, reward outcomes and energise

• Succession Planning -  identifying future leaders and setting them up for success and growth

• Influential Communication – influence outcome by gaining buy-in and enthusiasm to create accountability and best outcomes

• Building Resilience and Avoiding Overwhelm – helping teams keep energised, focused and in control

• The power of emotional and social intelligence to create positive workplaces