What can you learn from your change management feedback?

1 Feedback sources

Change management feedback can come from various sources, such as your stakeholders, sponsors, team members, peers, mentors, coaches, or external consultants. Each source can offer a different perspective, insight, or suggestion based on their role, experience, and expectations. You should seek feedback from multiple sources to get a comprehensive and balanced view of your change management efforts. However, you should also consider the credibility, relevance, and timeliness of each source and avoid relying on biased or outdated information.

2 Feedback types

Change management feedback can be classified into four types: descriptive, evaluative, prescriptive, and developmental. Descriptive feedback describes what happened, what you did, or what you observed. Evaluative feedback assesses how well you did, how you met the objectives, or how you compared to others. Prescriptive feedback tells you what to do, what to change, or what to avoid. Developmental feedback helps you grow, learn, or improve your skills, knowledge, or behavior. You should aim to receive and provide a mix of feedback types to address different aspects of your change management practice.

3 Feedback analysis

Change management feedback can be analyzed using various tools and frameworks, such as the SMART criteria, the SWOT analysis, the KASH model, or the Johari window. These tools can help you evaluate the strengths, weaknesses, opportunities, and threats of your change management approach, as well as the knowledge, attitudes, skills, and habits that you need to develop or enhance. You should use these tools to identify the key themes, patterns, gaps, and inconsistencies in your feedback and to prioritize the areas that need your attention or action.

4 Feedback application

Change management feedback can be applied using various methods and techniques, such as the PDCA cycle, the action learning cycle, the feedback sandwich, or the GROW model. These methods can help you plan, do, check, and act on your feedback, as well as to set goals, explore options, review progress, and overcome obstacles. You should use these methods to create and implement a feedback action plan that aligns with your change management objectives, strategies, and standards. You should also monitor and measure the impact of your feedback actions and adjust them as needed.

5 Feedback culture

Change management feedback can be influenced by the culture of your organization, team, or project. The culture can affect how feedback is given, received, valued, and used by the different stakeholders involved in the change process. You should understand and respect the cultural norms, preferences, and expectations of your feedback sources and recipients and adapt your communication style and approach accordingly. You should also foster a culture of feedback that encourages openness, honesty, respect, and learning among all the change agents and participants.

6 Feedback benefits

Change management feedback can bring various benefits to your change management practice, such as increased awareness, confidence, competence, motivation, engagement, collaboration, innovation, and effectiveness. These benefits can enhance your personal and professional development, as well as the quality and outcomes of your change initiatives. You should recognize and appreciate the value of feedback and use it as an opportunity to learn from your successes and failures and to improve your change management performance and results.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?