¿Cómo fomentas una cultura de crítica constructiva y apoyo mutuo en tu equipo?

There are so many aspects to take into consideration, but due to the limit space we have, I will try to outline some perspectives. The beauty of working with a team is the diversity of experience and knowledge within the group. To standardize methods goes against our individual capabilities. Start with an open conversation where the group can discuss the team purpose, goal or objective and how each person’s purpose contributes to the team. Build Trust, with respect and listen to each perspective, you may be surprised. This is a continuous action. Consistency compounds!

To cultivate a culture of constructive criticism and mutual support within your team, start by setting clear expectations. Clearly communicate the purpose, goals, and standards of your work, emphasizing how feedback contributes to achieving them. Distinguish between constructive and destructive criticism, elucidating the positive impact of well-articulated feedback. Implement a regular feedback process—whether through weekly reviews, peer evaluations, or one-on-one meetings—to foster consistency. Ensure everyone comprehends their roles and responsibilities, fostering a collective understanding of expectations regarding feedback.

Prioritize data quality over result. Do not judge outcome. Anything other than quality data delays progress and leaves people in a state of speculation. Prioritize data validation over "opinion", especially given the flaws of social hierarchy based opinion validation. Set a culture where their is no negative interpretation of outcomes, only a desire for truth through validated assumptions. It's another way of saying: science the sh!t out of it :)

When I think of model the behavior, I think of treating others as I want them to treat me. Motivate, Inspire ideas to share with the team. Accept change! Without change we invite static and being still these days usually means there is a problem. Can you imagen what would happen if the world population decided to be static for a couple of hours, a day? The continuous efforts to reach goes is a must. You’ll make plenty mistakes, but learn from these mistakes, share them with the team, create the environment where they feel Safe. Demonstrate that we are always learning and the positive results from these learning experiences.

Create a safe place by encouraging everyone to share ideas and feedback respectfully. Lead by example, celebrate successes, and remind everyone that each person's input matters.

Alway be honest, humble, and consistent. Don’t sugar coat, while using the correct dialects in speaking with your team to validate understanding upon receiving a message.

Call Sh*t Sh*t One of the core values, principles, and baselines in all teams I work with. It means: — every (!) person can point out mediocre results and screw-ups of teammates. — everybody has to admit sincerely, openly, and timely that they screwed up. The secret sauce: lead by example. Admit mistakes. Provide feedback either through “I” messages (when it comes to subjective things) or the language of arguments. Find reasons to say “thank you” consistently, too. And don’t forget — you have to be open to other opinions. If I work with professionals and they know better (and can justify that) — my feedback is subjective sh*t.

Regular Feedback Sessions: Schedule consistent meetings to review performance, celebrate successes, and address challenges, fostering an environment of continuous improvement. Model Open Communication: Leaders should demonstrate openness to feedback, showing how to give and receive criticism constructively. Create a Safe Environment: Ensure team members feel comfortable sharing feedback without fear of judgment, promoting trust and respect. Encourage Peer Collaboration: Facilitate opportunities for team members to collaborate and provide feedback to each other, enhancing mutual support. Reflect and Adapt: Regularly evaluate the feedback process itself, seeking ways to improve and adapt based on team input and experiences.

As a leader how you deliver feedback can be just as impactful as the feedback itself. It's about guiding and encouraging, rather than controlling. What is good vs bad feedback? Consider these examples: Bad feedback: Your presentation really confused me, and I don't think the client liked it. Good feedback: I appreciate the effort you put into the presentation. It was very well thought out, however, some elements may not align with client's expectations. Let's brainstorm on how to make it more clear". Constructive criticism is about nurturing growth, positive work environment and building a resilient team.