Your team members are seeking feedback for personal growth. How can you provide effective guidance?

Each person's growth journey is unique—some may want to build confidence in public speaking, while others aim to hone specific skills like project management. Engage in active listening and ask questions that dig deeper into their goals and struggles. For instance, during one-on-one check-ins, use open-ended questions to encourage them to share more. This empathetic approach not only shows that you value their aspirations but also helps you offer tailored advice that resonates, making your feedback more impactful and meaningful.

I think it's important to take the time to have meaningful conversations about their unique challenges and desires. I found it always very powerful to be really curious about people's aspirations and dreams and, if they are asking for, to ask open ended questions that allow them to explore their dreams and aspirations a bit different and find their own answers.

There's a leadership factor within the Full Range Leadership Model called, Individual Consideration. This factor of Transformational Leadership captures the extent by which your leader attends to each followers' needs and is a mentor. I recommend anyone to look into Transformational Leadership, it has some great models to adopt.

Focus on being clear and actionable, guiding your team with specific examples of what’s working well and where there’s room for improvement. For instance, instead of saying “be more proactive,” describe a recent situation where taking initiative would have made a difference. Emphasize behavior, not personality traits, to avoid making feedback feel personal. Use frameworks like the “SBI” model (Situation-Behavior-Impact) to structure your feedback clearly. The aim is to foster growth and motivate, ensuring that your guidance helps team members see the path forward with confidence and clarity.

✏ When team members seek feedback for personal growth, start by being specific. Highlight what they did well and identify areas for improvement. Use examples to make your points clear. Keep the feedback balanced and acknowledge strengths while offering actionable steps for growth. Encourage open dialogue so they can ask questions or share their thoughts.

I agree that we need to focus on behaviors and I think that's important to start by acknowledging the good intentions the person has and how they shine in their work as well as the values we see that they are serving through the work they do. It is also important to point out what needs to be improved and give specific examples. The key is in the balance: recognize and reinforce strengths while offering clear, actionable insights on areas for development.

Here's how to create actionable steps: - Identify the goal (forge healthier connections at work) - Clearly define the activity at hand (talk with someone each day, pay a meaningful compliment) - Use a quantifier (They'll talk to someone once a day, per 1 minute minimum, or research one thing a team member did well at any point to reflect on to express gratitude) - Set the baseline (they've decided to try this twice per week and will work up to once per day) - Start

Once we have identified areas for growth it is important in my view to ask the team member what solutions and actions they see. Asking them what solutions or actions they envision creates a sense of ownership and accountability. This collaborative approach empowers the team member to think critically about their growth, while also ensuring that the strategies align with their personal goals and strengths. It is important to not just design a roadmap for them but to shifts the dynamic from being directive to being supportive, which often leads to greater motivation and engagement in their development journey.

Effective Growth Guidance and Goal Management When providing feedback, break larger goals into smaller, manageable tasks that allow team members to achieve consistent progress. As James Clear suggests in Atomic Habits, applying the Goldilocks Rule helps ensure tasks are challenging enough to promote growth but not so difficult they discourage. Pair these tasks with actionable steps like recommending resources, assigning relevant projects, or setting up mentoring. This approach empowers your team to tackle personal growth with clarity and confidence.

These meetings offer a dedicated space to review progress, discuss any obstacles, and refine development goals. For example, you might ask open-ended questions like, “What challenges have you faced recently?” to encourage reflection and honest dialogue. Tailoring your approach based on each person’s feedback style can make these sessions more impactful. Whether it's a quick weekly chat or a more in-depth monthly review, these check-ins are invaluable for keeping growth on track and showing that you’re invested in each team member’s journey.

Encourage them to take charge of their development. Empower them to set their own goals and make decisions about their learning journey. For example, support them in creating a personalized development plan and provide resources that align with their interests and aspirations. Trust them to experiment and learn from their experiences, while offering feedback that helps refine their approach. By fostering an environment where they feel responsible and supported, you not only enhance their growth but also build a stronger, more motivated team.

I saw a post that said, "micromanaging kills trust." The post then instructed us to read it backwards. A very corny post, but one that couldn't be truer. Micromanagement kills trust, but trust kills micromanagement. Let your people do their thing, and you'll be shocked at the results.

Recognize and appreciate their progress, no matter how small. For instance, if a team member masters a new skill or implements feedback successfully, acknowledge their effort publicly. This not only boosts their confidence but also reinforces the value of continuous improvement. By celebrating these milestones, you motivate your team to keep advancing and foster a culture of growth and success.

The fourth law of behavior change is in fact, make it satisfying. Just because a goal is big, doesn't mean that you aren't allowed to celebrate, or that you shouldn't celebrate at all! Absolutely take the time to create a small, but effective means of celebrating. Did a hard task that you were putting off? Incentivize yourself by stacking a mini reward on top of completing it. The more you associate the rewards or small celebrations to the task, the more likely you are to repeat the task.