Ria Kalsi’s Post

What makes feedback great, safe, and productive? What am I missing? Here are things I know to be true: 1. The intent of the giver must be compassionate and geniune 2. The feedback should be clear to the receiver 3. Feedback cultures prioritize positive feedback 4. Feedback goes both ways in a relationship 5. The giver should understand and prioritize the way the receiver prefers to receive feedback 6. Feedback should not be unsolicited or unexpected 7. Clear communication is kind 8. Eliminate passive-agressive communication, this is harmful 9. Feedback without threat of harm is the foundation (social, employment, status etc) 10. We can all continuously learn and improve on both giving and receiving. Comment with your beliefs for feedback, and examples of feedback you've given or received. Or give me feedback... 🥰 p.s. 🌟 This was inspired by the brilliant Jesse Ross (he/him/his) CFRE this morning. 🌟 Stay in the loop with him and myself with a follow via the 🔔 icon in profiles.

Embracing the Gift of Feedback! Over the years I’ve learned to be more open to criticisms mind you, I mean the insightful feedbacks not the ones that would destroy me Constructive criticism is a powerful tool for growth. Rather than viewing feedback as a setback, see it as an opportunity to improve and excel. Here’s why embracing constructive criticism is essential: • Personal Development: It highlights areas where we can enhance our skills and knowledge. • Professional Growth: Feedback helps us refine our work, leading to better performance and outcomes. • Stronger Relationships: Openly receiving and giving feedback fosters trust and collaboration. Somehow personally, I’ve learnt to always see the good in every criticism. Not every critiques are constructive. The best thing to do is to brace up and forge ahead Always Remember, feedback is a gift. The key is to listen actively, reflect thoughtfully, and implement changes positively. By doing so, we turn every critique into a stepping stone for success. #ConstructiveCriticism #GrowthMindset #ProfessionalDevelopment #Feedback #ContinuousImprovement

I used to take feedback so personally because it felt like an indictment of who I am as a person, fundamentally, at my core. But the truth is… ✔ Feedback is just data ✔ Feedback is just someone else’s opinion ✔ Feedback is just how someone experienced you in a moment Feedback is the best way for you to gain insights into how you are perceived, which is an important part of developing EQ. EQ isn’t just about being aware of your quirks but about your impact, and the impact of your presence. ✔ How do people perceive you? ✔ How do people feel when working w/ you? ✔ How do people feel when you walk into a room? Feedback is the best way to assess that, and here are 3 things to stop doing when asking for feedback. STOP saying… ⭕ I don’t do that, do I? ⭕ I’m not like that, right? ⭕ I’m glad that’s not my issue START saying… ✅ What’s something you’ve noticed I do, that I might not be aware of? ✅ Hey, I saw someone do X,  is that something that you’ve observed me do? ✅ What are two of your favorite things about me, and one thing that I could improve on? AVOID saying… ⭕ I disagree.   ⭕ I know I don’t do that. ⭕ No one has EVER said that about me. TRY saying… ✅ Wow, I didn’t realize that was something I do. ✅ You’ve really given me something to think about.  ✅ I appreciate your candor in giving me that feedback. Invite them to provide constructive feedback not “yes man” praise, and acknowledge and show appreciation for their willingness to do so. #mondayswithmorenike #letsgrow #feedbackiskey

Feedback is the bridge between good and great! Feedback is your most powerful tool if you want your team to go from just getting by to truly excelling. But only if it’s done right. How can you make your feedback impactful, motivating, and constructive? Here’s your guide to getting it right every time. 1️⃣ Be Specific ↳ Always focus on exact actions, like what someone did well or what needs some work. Precision matters! 2️⃣ Balance Positives and Negatives ↳ Celebrate strengths while pointing out areas to grow. It feels good to hear both, right? 3️⃣ Stay Objective ↳ Talk about what happened. Keep personal feelings out to make feedback fair and clear. 4️⃣ Follow Up ↳ Check back on what's been improved and where help is still needed. It's about continuous growth. 5️⃣ Use 'I' Statements ↳ Use 'I think' or 'I noticed' to share your view without blaming others. It keeps things friendly. 6️⃣ Encourage Dialogue ↳ Invite open conversations to understand each other better. It's not just about talking, but listening too! 7️⃣ Be Timely ↳ The closer to the event, the more helpful the feedback. Try to give it while it's still fresh in everyone's mind. 8️⃣Create a Safe Environment ↳ Choose a place and time where everyone feels good about sharing thoughts. Comfort boosts honesty! What’s one feedback tip that’s changed the way you lead? #leadership #teamwork #feedback ================================== P.S 👍Like these tips? Hit that like button. ♻ REPOST to share it with your colleagues! ➕FOLLOW me (Stuart Andrews) for more

The feedback fallacy: Why your well-intentioned comments might be backfiring. Let's rethink how we give and receive feedback... 'Great job!' 'You need to be more proactive.' 'Your presentation skills need work.' Sound familiar? We've all given or received feedback like this. But here's the kicker: most of it doesn't work. In fact, it might be doing more harm than good. Why traditional feedback often fails: 👎 It's too vague to be actionable 👎 It focuses on weaknesses instead of strengths 👎 It's based on the giver's subjective experience 👎 It often comes too late to be useful So, how do we break the cycle and make feedback actually, you know, helpful? Try these strategies: 1️⃣ Make it timely: Immediate feedback is more impactful than annual reviews (allow for reflection or cooling off when needed) 2️⃣ Be specific: 'Great job on how you handled that client's objection' beats 'Good work' any day. 3️⃣ Focus on observed behavior, not perceived traits: 'I noticed you did not raise the concerns you had in today's meeting.' vs. 'You're not assertive enough.' 4️⃣ Encourage self-reflection: Ask, 'How do you think that went?' before offering your thoughts. 5️⃣ Highlight strengths: People grow more in their areas of strength than weakness. 6️⃣ Make it a dialogue: Feedback should be a conversation, not a monologue. 7️⃣ Follow up: Check in on progress and offer support (in a non-overwhelming way). The goal of feedback isn't to criticize or praise. It's to help someone learn and grow. Lastly, remember that feedback is rarely, if ever, effective if there is a lack of trust or safety. What's the most helpful piece of feedback you've ever received? Or the least helpful? #FeedbackCulture #LeadershipDevelopment #EmployeeGrowth

Need guidance of how to give feedback?

Do you face trouble accepting criticism or feedback? The moment someone suggests something, you get triggered? You experience Performance pressure? All this points towards some limiting belief that governs you and you’re leading from a place of fear, as a result. While you may logically understand the significance of receiving feedback, the limiting belief and the resulting learnt behaviour may not let you use it as a learning experience. I agree, it is not easy, however running away from it won’t allow you to grow. Here’s what I propose. →      Identify your limiting belief. What is the meaning or interpretation you have given to receiving feedback? What does it mean about you? “I am not good enough, not up to the mark, I am a jerk”. Also, reflect on how does this meaning leave you feeling and impacts your behaviour or actions. →      Question your belief and thoughts. Is this true? Could there be another interpretation of this feedback? Do this each time you find yourself in a situation. Be willing to accept what shows up. →      Make an alternative, inspiring interpretation. What would you like to associate receiving feedback with? “An opportunity to grow, a blessing, does not define me.” Each time you receive a feedback and you go back to the same fear, pause and switch to this new interpretation. While you may have been ignoring or letting it be, each time going through the pain is a choice. The good news is you can step out of this pattern and start leading from a place of joy. Imagine what a relation you’ll have with yourself and with your team! P. S. What do you want for yourself - to lead from fear or from joy? Want to lead your way to a more connected workplace? Click on 'request services' in my bio. #leadership #corporatetrainer #coaching #leadershipcoach #workplace

"Can I give you some feedback?" ...does hearing this make you want to roll your eyes? 🙄 I don't blame you. The term feedback has become popularized to replace the negative connotation associated with the phrase "constructive criticism." The change is well-intended. But it hasn't been applied right. To provide feedback that lands positively with your recipient, you must consider two critical elements: -Empowerment -Timing Empowerment means the person receiving the information does not feel criticized; they feel armed with actionable and high-value information they can use.💪 In contrast, criticism means your recipient feels picked apart. Instead of feeling empowered, they feel defeated.🥺 Timing means you thoughtfully consider when to deliver your feedback. Examples: -Poor timing: approaching a colleague with presentation tips 10 minutes after their presentation went poorly. -Great timing: approaching a colleague with useful information they can apply to future presentations a few days/or a week after their last presentation. (Long enough for emotional recovery; not so long that recipient has forgotten last incident) See the difference? With poor timing, the feedback is like kicking them when they're down. With the improved timing, the emotions of the situation have dissipated and they're more eager to hear information that can help them. Use the quadrant below to help you identify the best way to deliver your next piece of feedback in a way that empowers...and strengthens your relationships. PS- ever received poorly timed feedback? Be sure to tell your experience in the comments...for learning + it helps to laugh about it. 🙂 #feedback #positivity #relationships

Praise ≠ Feedback. Okay, praise is technically one *type* of feedback, but if you start and stop with "Great job!" you're missing the opportunity to make a meaningful impact. Because every piece of feedback, positive or otherwise, is a treasure trove of information. When we offer high quality feedback — the kind that provides useful information about the results of observed behavior for the purpose of influencing performance — we begin to build a dataset that the recipient can leverage in actionable ways. Even positive feedback is important for development. It teaches us what to lean into and often exposes talents that we don't always recognize we have. So remember... Quality Feedback = Data. Meaningful feedback isn't just about acknowledging someone's efforts — it's about empowering them to reach new heights. Are you ready to take your feedback from rubbish to remarkable? Let's chat about it.

Constructive feedback is not just praise or criticism, but a specific and honest assessment of your performance, skills, and areas of improvement. When you seek constructive feedback, you get to learn more about yourself, your strengths, and your weaknesses. You also identify the gaps between how you see yourself and how others see you. Here are some tips to help you seek constructive feedback:   👥 Choose the right people: Ask people who know you well, who have worked with you closely, and who have your best interests at heart. Avoid people who are biased or hostile. 🎯 Be clear about your purpose: Explain why you want feedback and what kind of feedback you are looking for. For example, you can say, "I want to improve my presentation skills. Can you tell me what I did well and what I can do better in my next presentation?" 🙂 Be open and receptive: Listen to the feedback without interrupting, arguing, or getting defensive. Try to understand the other person's point of view and perspective. 🤔 Reflect and act on the feedback: Don't just ignore or dismiss the feedback. Think about what you learned from it and how you can apply it to your future actions. For example, if someone tells you that you need to work on your time management, you can set specific goals and deadlines for yourself and track your progress. By following these tips, you can be sure to get accurate feedback to help you improve and grow both personally and professionally. Remember, feedback is a gift that helps you become a better version of yourself 🌈 #selfimprovement #feedback #strengths #growthmindset #camsol