Here's how you can use mindfulness practices to give effective feedback to your team post-task delegation.

Mindfulness enhances our feedback by promoting clarity and empathy. For example, before giving feedback, I take a moment to center myself and consider the team member’s perspectives. This practice ensures that my feedback is constructive and tailored to foster growth, rather than just pointing out flaws. It’s about creating a supportive dialogue that motivates and improves performance.

In my experience, an icebreaker activity can help the team and yourself be in the present moment. You can begin the meeting with a breathing exercise to help your team be calm and relaxed.

Start by reflecting on your thoughts and emotions about the task and the team member’s performance. Ask yourself, “What assumptions or story am I leading with in this situation?” This helps you approach feedback with clarity. When giving feedback, be fully present. Listen to your team member’s perspective before sharing your own. This creates a space for open dialogue and mutual understanding. Finally, deliver your feedback with empathy. Consider how your words will be received, and aim to balance recognition of effort with constructive guidance. By using mindfulness, you foster a positive environment that encourages growth and improvement.

I tend to introduce it as a reality check, but I soften my language to impress upon the team that it is not an exercise in appraising anyone's performance in public, appraisals happen at different times under different circumstances

Another term I could share is what I consider to be 'active objectivity'; not judging but sustaining attention to all nuances and expressions. This can go even deeper into the observation of body language and breath patterns; 'is this person possibly nervous while positing confidence?' Feedback can then be useful and considerate from this perspective, minimizing bias. The deeper, balanced observation also helps with feedback that can be challenging to share providing a basis to empathize and share openly with a goal for possible growth and increased effectiveness not dissonance and discord.

After delegating tasks, see how they are received and implemented by your team. Listen with an open mind and heart and no distractions. Be open to all feedback. Sometimes we can misinterpret or hear words from our own wounds or past. It is important to clarify that you are hearing what they are saying correctly. It is helpful to ask questions like, "So I am hearing you say this....?" to ensure you are hearing them correctly. Everyone likes to feel heard. It is validation their opinion and experience is valuable. As a team leader this is very important. It also fosters an energy of camaraderie and happiness in the work environment.

Hay un frase budista que dice: "Cuando hablas, solo repites lo que ya sabes. Pero si ESCUCHAS, puedes aprender algo nuevo." Y más allá una buena frase, el poder de la escucha es más profundo de lo que creemos. Si estás viviendo una mala situación, y tus amigos o familiares se dan el tiempo de escucharte... Esa presencia ya te está ayudando en el proceso de resolver las emociones que te podrían estar bloqueando.

I found managing your emotions is an important thing to do. When we regulate our own emotions and separate the behaviour from the person, we can address the issues in a logical and rational way. We approach with facts and observations rather than hearsay. It's also good to listen to anything that is provided to us for consideration and work towards a mutual benefit - a win win for both parties.

This is so very important; one of the cornerstones of managing people effectively. A balanced emotional state allows for so much to unfold in any environment; namely, allowing for effective feedback, a healthy flow of respect and interactions, greater clarity in responding to challenges, benefits to a healthy mental state which can also impact physical health. That safe space factor provides a great background for conflict resolution and increases the chances of more positive outcomes.

Focusing on constructive feedback relevant to the behaviour or issue at hand keeps the discussion focused. Working with them to look at viable options and next steps helps put a plan in place that can be reviewed at the next review and provide goals/tasks that have been agreed in order to progress. Putting in smaller stretch goals leading them to their long term goals will help develop and build skills to enhance their current role and/or build towards their longer term career goals.

when being specific should be gentle and kinder and not too specific that might paralyze receiver and affect negatively by time

Mucha gente dice: "Hay que reflexionar sobre esto, sobre aquello". Pero me parece que es una frase muy trillada que muchos dicen de forma vacía. Pero si quieres hacer un ejercicio profundo de reflexión en cualquier tema de tu vida. -Reflexión de tu relación contigo mismo. -Reflexión de tu relación con la gente con la que trabajas. -Relación con tu familia -Relación con el dinero -Relación con tu cuerpo etc, etc... Entonces empieza siempre con una pregunta. Y no trates de encontrar una respuestas. Aprende a sentirte cómodo sin saber esa respuesta. ¿Cómo puedes estar bien aunque las cosas no salga de acuerdo a tus expectativas? Y ahí empiezas a despertar más consciencia alrededor del proceso.

Mindfulness is a gift not only to ourselves, but all that we come in contact with. Because mindfulness teaches us to be present in the moment. And being present, equals being aware. We will not be in top form all the time. Your mindfulness practice will give you the foresight when to engage, and when not to. You do not want to give feedback with clouded eyes. Whatever tool you use to support your mindfulness practice, do it before you circle the team to give feedback. When you relax, they will relax. And being relaxed will not only help you better support the team. It will also position them to better receive what you are saying.

Feedback is given once the delegated task is completed and is up for review. Don't offer support unless asked for - Proactive support leads to micro-management. Make your team feel safe, encouraged by listening to them, and trusting their ability to perform. Once the task is up for review - A constructive feedback is Focused on the task, effort and output and how it could have been improved (if so) instead of individuals and their abilities. Ensure you are discussing work and not individuals

La clave para resolver muchos temas de salud mental, es SER COMPASIVOS los unos con los otros. Y sé que parece una frase sacada de textos bíblicos... Pero la compasión es algo más allá que todos deberíamos de practicar diario. -Ser compasivo contigo mismo. (Con la forma en que te tratas en tu propia mente). -Ser compasivo con los demás cuando pensamos que están equivocados. -Ser compasivos con la forma de comunicarnos con nuestro equipo en el trabajo. Deberíamos de normalizar la compasión o la amabilidad como algo común en el día a día, en estos tiempos en los que por seguridad o por protección, no queremos saber nada de nadie.

Learning has many levels and offering clinical support as people learn to navigate the world and new and unfamiliar territories can be monumental for most who have not had those levels of support.