Saltwater Consulting ’s Post

Thank you to everyone who participated in my poll about "How do you like your feedback" - here are the results: 🔥 Raw: 23% 🍳 Medium: 61% 🍽️ Well-done: 16% The responses show a fascinating mix of preferences, highlighting the diverse ways we all receive and process feedback. ⏬ Here’s why authentic feedback is crucial for growth and progress: 🔥 Raw feedback is unfiltered and direct. It cuts straight to the point, often highlighting the core issues without sugar-coating. While it can be hard to swallow, this type of feedback can be incredibly powerful for those ready to confront their weaknesses head-on. 🍳 Medium feedback strikes a balance. It’s constructive and considers the recipient’s feelings while still addressing the critical points. This approach is great for fostering a positive environment while encouraging improvement. 🍽️ Well-done feedback is gentle and wrapped in praise. It focuses more on what’s being done right, with subtle hints at areas for improvement. This style can be encouraging and motivating, especially for those who may be sensitive to criticism. The key is understanding that authentic feedback - regardless of its 'doneness' - is vital for our development. Embracing honest feedback can open doors to new perspectives, skills, and opportunities. As leaders, colleagues, and friends, we should strive to: ✔ Give feedback with the intent to help. Be clear, specific, and compassionate. Remember, the goal is growth, not to undermine. ✔ Receive feedback with an open mind. Listen actively, reflect on the points made, and be willing to make changes. ✔ Create a feedback-rich culture. Encourage regular, honest exchanges that are aimed at continuous improvement. Whether you prefer your feedback raw, medium, or well-done, the important thing is that it’s real. My question remains open: How do you like your feedback - when you give it and/or receive it. Share your thoughts below! 👇 #Leadership #Feedback #Growth #ProfessionalDevelopment #ContinuousImprovement

Do you know how these 4 biases might be affecting the way you give and receive feedback? Studies show we give more helpful feedback to those we see as similar, leaving others out of the loop. This lack of crucial information prevents their growth, engagement, and belonging in a group, team, community or organisation at large. What are the 4 biases in the feedback? ↳ Whom we give feedback to  ↳ Our own assumptions and interpretations about the behaviour  ↳ Quality of the feedback we provide  ↳ Validity of the feedback (blurry words or phrases) What to do about it? ↳ Start with a moment of reflection: Who are you consistently giving feedback to? Who seems to miss out? Are there unconscious biases influencing these patterns? ↳ Break the cycle! Commit to providing balanced, actionable feedback to everyone on your team. Use tools like the feedback grid to ensure your message is clear, well-received, and drives improvement. ↳ After implementing these changes, re-evaluate your patterns. Are you seeing a shift towards a more inclusive feedback culture? ↳ When giving feedback make sure to focus on behaviour not on the person and avoid making statements with labels ie. aggressive, loud, your own preferences etc.This is your own interpretation and judgement that offers little value to another person. 💡 Lastly - ask how the person prefers to receive the feedback so it would be welcomed without defences and triggers on. #feedback #leadership #unconsciousbias __________________ Follow me and Mindshift Mentor for latest industry insights & trends on  #leadershipdevelopment  #personalandprofessionalgrowth 

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

Ever felt that tiny jolt of nervousness when someone says, "Can I give you some feedback?" You’re not the only one. It happens to all of us :) What if we could see feedback as less of a critique and more as a compass guiding our growth? But it all starts with the leaders who give feedback in the first place. Here's how managers can transform feedback into constructive goldmines: 1: Get Specific, Not Personal - Imagine someone saying, "Your presentation really made me think differently about our project" instead of a generic "Good job!". Put extra emphasis on what worked and why you did or did not like it. 2: Look Forward, Not Back - Feedback is like a rearview mirror – it helps your team know what's behind but is more about navigating the road ahead. Focus on actionable steps for the future rather than dwelling on past slip-ups. 3: Safe Space = Brave Space - The best feedback moments happen when we make them feel safe enough to be vulnerable. It's about trust, where both sides can share and listen openly. 4: Celebrate - Everyone loves a pat on the back. Mixing positive recognition with areas for growth makes the medicine go down easier, ensuring the message is motivational, not deflating. 5: Don’t wait for too long - Sharing feedback soon after the event keeps the details fresh and the actions relevant. It's about building on the moment, not revisiting history. Feedback isn't just about improving tasks or skills; it's about nurturing relationships, building trust, and creating an environment where we all strive to be our best selves. What’s the best feedback you’ve gotten?

Have you ever been in a situation where the feedback receiver had an emotional outburst or provoked strong emotions while receiving feedback? It's a challenging scenario, but as leaders, there are effective ways to navigate it: 1. Stay Calm and Patient: Keep your own emotions in check and remain composed. This sets a calming tone and shows respect. 2. Acknowledge Emotions: Validate their feelings without necessarily agreeing with their perspective. For example, "I understand this feedback is tough to hear." 3. Pause and Reflect: If emotions are high, consider taking a break to allow everyone to collect their thoughts before continuing the discussion. 4. Focus on Behavior, Not Personality: Frame feedback around specific actions or behaviors rather than making it personal. This helps to keep the discussion constructive. 5. Offer Support: Show willingness to support them in addressing any challenges highlighted by the feedback. Ask, "How can I help you improve in this area?" By approaching emotional situations with empathy and a focus on constructive dialogue, you can turn challenging feedback moments into opportunities for growth and mutual understanding. #LeadershipDevelopment #FeedbackCulture #EmotionalIntelligence #ConstructiveFeedback

💥Your toughest feedback might be your biggest trust earner💥 When was the last time you held back feedback to avoid hurting someone’s feelings? Or when you delivered it so bluntly that it caused more harm than good? As someone who errs towards kindness rather than toughness, I agree that balancing kindness and honesty isn’t easy—but it’s essential. I’ve found ex-Googler Kim Scott’s book Radical Candour incredibly helpful in reframing directness as something negative. Her Radical Candour framework has four feedback categories, three of which are ineffective: 1) Obnoxious Aggression 💥 Brutally honest but without care. This type of feedback can create fear or resentment. 2) Ruinous Empathy 💔 Caring deeply but avoiding hard conversations to spare feelings. The result? No growth. 3) Manipulative Insincerity ❌ Neither kind nor honest. This is when feedback is self-serving and unhelpful. 4) Radical Candour 🌟 The perfect balance—showing personal care while challenging directly. Radical candour builds trust and respect while driving meaningful growth. So, how do you lead with radical candour? ✅ Care Personally: Build trust by genuinely valuing your team as people. ✅ Challenge Directly: Tackle tough conversations with honesty and empathy. ✅ Give Feedback Often: Make feedback part of your regular routine—not just once a year. ✅ Model Feedback Culture: When you embrace Radical Candor, your team will follow. So, my challenge to you today is to find at least one opportunity to apply radical feedback – at work or at home. ♻️ Repost if you know anyone else who needs to read this. #RadicalCandour #Leadership #Feedback #ExecutiveCoach #LeadershipCoach #mindset

I used to think the good old "Feedback Sandwich" was the best way to deliver constructive criticism, but I was wrong. The Feedback Sandwich, a classic strategy of wrapping criticism between two layers of praise, often leaves a bitter taste. Instead of smoothing over tough feedback, it can seem manipulative, diluting the positive feedback and making the negative part the only memorable takeaway. I've shifted to a more straightforward approach – the O.D.R. method: Outcome: Start with a shared goal. "Our aim is for our client to leave this project satisfied and eager to re-engage. I need to share some client feedback that will help us achieve just that." Deliver: Get straight to the point. Provide the necessary feedback directly and honestly. It's not about being harsh but about being clear. Resolve: End with a solution. "Let’s discuss how we can improve moving forward to ensure we meet our client’s expectations." Honor the other person by doing this somewhere private. Keep it short and simple. Show them you care by offering to be part of the solution. How have these conversations gone for you? Love to hear about your experiences in the comments! #feedbackevolution #leadership #feedbacksandwich #feedback #fierceconversations #radicalcandor

I do agree with ”10 Commandments” of feedback by Joe Hirsch, given here in nutshell by Roberto Ferraro. In my work especially the last point ”Ask often for feedback”, has been important. Therefore I liked Ricco Nourzad’s insightful addition to Roberto’s post about different types of feedback -> all of those are needed in some point: ✨ 𝘈𝘱𝘱𝘳𝘦𝘤𝘪𝘢𝘵𝘪𝘰𝘯: Acknowledging and valuing someone’s contributions. 🗣️ 𝘊𝘰𝘢𝘤𝘩𝘪𝘯𝘨: Providing guidance for improvement or growth. 🧭 𝘌𝘷𝘢𝘭𝘶𝘢𝘵𝘪𝘰𝘯: Measuring someone's performance against standards or expectations.

𝐖𝐡𝐲 𝐢𝐬 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐎𝐟𝐭𝐞𝐧 𝐔𝐧𝐜𝐨𝐦𝐟𝐨𝐫𝐭𝐚𝐛𝐥𝐞? Let's face it - receiving feedback isn’t always a smooth experience. It can make us feel vulnerable, defensive, or even frustrated. But here's the thing: 𝒇𝒆𝒆𝒅𝒃𝒂𝒄𝒌 𝒊𝒔 𝒐𝒏𝒆 𝒐𝒇 𝒕𝒉𝒆 𝒎𝒐𝒔𝒕 𝒑𝒐𝒘𝒆𝒓𝒇𝒖𝒍 𝒕𝒐𝒐𝒍𝒔 𝒇𝒐𝒓 𝒈𝒓𝒐𝒘𝒕𝒉. Yet, so many of us struggle with it. Here are a few reasons why people shy away from feedback: - Fear of Judgment: We tend to equate feedback with criticism, assuming it’s a reflection of our worth or capability. - Ego & Comfort Zones: No one enjoys hearing they need to change, especially if it challenges what we think we’re already doing well. - Poor Delivery: Sometimes, feedback is given poorly - unstructured, negative, or vague - which makes it feel more like an attack than constructive advice. - Instant Emotion: It’s easy to react defensively before really considering the value in what’s being said. How to shift this mindset? 1️⃣ Separate the person from the feedback- it’s about the work, not you as an individual. 2️⃣ Treat feedback as a gift - it’s information designed to help you grow, not tear you down. 3️⃣ Ask questions - clarify and seek specifics so you can understand how to improve. 4️⃣ Be open, not reactive - easier said than done, but embracing feedback with curiosity rather than defensiveness changes the entire conversation. Let’s remember: feedback is the bridge between where we are and where we want to go. #Feedback #GrowthMindset #Leadership #ProfessionalDevelopment #SelfImprovement #Business

If there’s one thing I’ve learned, it’s that feedback can be the difference between stagnation and growth. But it has to be done right, or it does more harm than good. Here’s my take on how to give and receive feedback that truly moves the needle:  Focus on Behavior, Not Personality: Always speak to specific actions rather than personal traits. When you focus on behaviors, it keeps the feedback objective and makes it easier for the other person to absorb without feeling attacked.  Feedback Sandwich Method: Start with something positive, then dive into what needs improvement, and wrap it up with encouragement. It’s not about sugar-coating but creating a space where the person feels supported.  Make it a Conversation: Feedback should always go both ways. Encourage open dialogue so everyone can learn from the exchange. This fosters understanding and builds stronger relationships.  Accept with an Open Mind: Whether you're on the giving or receiving end, feedback is an opportunity. Approach it with humility and be willing to create an action plan. Feedback is a powerful tool that can help us all get better—if we’re willing to embrace it. So, the next time you're in a feedback loop, remember: It’s not just about what’s being said, but how it’s delivered. How do you handle feedback? Follow Alexa D'Agostino for more leadership insights and strategies! #FeedbackMatters #ConstructiveConversations #GrowthMindset #LeadershipJourney #TeamSuccess