Sarbajit Nandy’s Post

Yesterday I mentioned how only 19% of leaders ask for feedback. Here is a book to help you start owning your feedback. Thanks for the Feedback: The Science and Art of Receiving Feedback Well by Douglas Stone and Sheila Heen Summary: “Thanks for the Feedback” addresses the often overlooked skill of receiving feedback effectively. While much emphasis is placed on how to give feedback, Stone and Heen focus on the receiver’s role in the feedback process. They explore the psychological challenges and emotional triggers that can make accepting feedback difficult. The book provides guidance to help individuals understand and navigate these barriers, enabling them to use feedback as a tool for personal and professional growth. Through practical advice and real-life examples, the authors guide readers on how to seek out valuable feedback, interpret it constructively, and integrate it into their development journey. 3 Key Learnings for New Leaders to Action On: 1.Embrace a Growth Mindset: • Action: Cultivate an attitude that views feedback as an opportunity for learning and improvement rather than as a personal critique. • Benefit: This mindset encourages openness to feedback, reducing defensiveness and increasing your ability to grow from others’ insights. 2. Initiate Regular Feedback Conversations: • Action: Proactively schedule feedback sessions with your team and peers, asking specific questions about your performance and areas for improvement. • Benefit: Regular feedback helps build a culture of open communication, strengthens relationships, and provides continuous opportunities for development. 3. Manage Emotional Triggers: • Action: Identify common reactions you have to feedback (such as feeling threatened or dismissive) and develop strategies to manage these emotions. • Benefit: By controlling emotional responses, you can listen more effectively, fully understand the feedback, and respond thoughtfully, leading to better outcomes. Enjoy the read! #leadership #leadershipresources #bookoftheweek ===== 👋 I help new leaders navigate their new role in my weekly newsletter I go into detail with tips, guidance and resources to move from lost to leading. Link on my profile to sign-up.

How to Give Difficult Feedback Effectively Giving difficult feedback is one of the most challenging aspects of leadership. However, when done right, it can foster growth, build trust, and create a culture of continuous improvement. Here are some key tips for delivering constructive feedback: 1. Be Specific, Not General Focus on the behavior, not the person. Instead of saying “You’re not doing a good job,” provide concrete examples of what needs improvement and how it affects the team or project. 2. Use the "SBI" Model (Situation-Behavior-Impact) Describe the situation, the specific behavior you observed, and the impact it had. This keeps the feedback objective and centered on actions rather than personal traits. 3. Focus on Growth, Not Just Correction Encourage development by offering solutions and support. Frame feedback as an opportunity for improvement rather than just pointing out flaws. 4. Maintain Empathy and Active Listening Approach the conversation with empathy. Give the person a chance to respond and be open to their perspective. This creates a dialogue, not a monologue. 5. Be Timely Address the issue as soon as possible, ideally when the event is still fresh. Delayed feedback can diminish its impact and cause confusion. 6. Follow Up and Offer Support After giving feedback, check in to ensure improvement is happening. Offer guidance, resources, or mentorship if needed. Remember, delivering feedback with care and respect can turn difficult moments into powerful opportunities for growth and stronger team dynamics. #Leadership #Feedback #EmployeeDevelopment #GrowthMindset #TeamBuilding #ManagementTips #ConstructiveFeedback #LeadershipDevelopment #WorkplaceCulture #EmotionalIntelligence #ProfessionalGrowth #Coaching

How to Give Feedback as a Manager: 🌟🌟🌟**A Human Touch** 🌟🌟🌟 Throughout my career, I have met a considerable variety of people in managerial positions: some extremely well prepared👍 others less so👎. From all these meetings, however, I learned something. Today I would like to share with you one of the most important methods that a manager should apply to build a united and successful team. As managers, one of our most important roles is to provide feedback that truly helps our team grow. Here are some heartfelt tips on how to make feedback feel genuine and constructive: 1. **Be Specific**: Instead of saying "Good job," dive into what they did well. Share examples so they know exactly what to keep doing! 2. **Balance with Positivity**: We all appreciate a little praise! Try the "sandwich" approach: start with something positive, address areas for improvement, and wrap it up with encouragement. It makes the conversation feel supportive rather than critical. 3. **Encourage a Conversation**: Feedback shouldn’t be a one-way street. Invite your team to share their thoughts and feelings. It fosters trust and shows you value their input. 4. **Give Feedback Timely**: Don’t wait too long! Catching moments when they happen makes feedback relevant—and helps your team act on it right away. 5. **Follow Up**: After giving feedback, check in later. It shows you care about their growth and are there to support them on their journey. At the end of the day, feedback is about connection. It’s not just about performance; it’s about building stronger relationships and nurturing our team's potential! 💬✨ #Leadership #Feedback #TeamGrowth #Management #AuthenticLeadership

Are we living in a Feedback Paradox? Feedback is a word we encounter often at work. We’re told it’s the secret to improvement, to better performance, to thriving. I’ve been in situations where feedback—well-intentioned but misaligned—left me questioning my abilities rather than feeling empowered to improve. One incident stands out. In my previous role, whenever I present any idea to the customer that I thought went well. Later, my manager provided feedback, highlighting every perceived flaw in my presentation delivery. While his intention was to help, it left me more focused on his critique than on refining what I did well.  Many times, I received good response from the customer, but still, I receive critics from my supervisor who wants a 100% flawless delivery from my end. I learned a hard truth: feedback is often more about the giver than the receiver. Research backs this up. Feedback is riddled with biases—our own standards, preferences, and perspectives colour how we assess others. It’s not objective. It’s not the absolute truth. It’s our truth. What does this mean for workplaces that value growth? It’s about shifting the narrative from “fixing weaknesses” to “nurturing strengths.” Instead of telling people what’s wrong, let’s recognize what they’re doing right and help them build on it. That’s how learning happens—through reinforcing the good and refining it. In my current role, I am implementing this method which started showing a great result. As leaders and colleagues, we must remember: our role isn’t to define someone’s excellence—it’s to help them discover and amplify their own. What’s your experience with feedback? Has it helped you grow—or held you back? Let’s share and learn together. #Leadership #GrowthMindset #Feedback #LearningCulture #StrengthBasedLeadership #PersonalDevelopment #LinkedInCommunity

Ever given feedback that fell flat? Let's change that. Believe it or not, delivering effective feedback is an art. It takes practice. Here’s how to master it: 1. Start with clarity → Be specific. ↳ Don't just say, “Good job.” ↳ Instead, say, “Your report on X was thorough and insightful.” 2. Be timely → Offer positive feedback and critical feedback as issues arise. ↳ Don't wait. Delayed feedback loses its impact. 3. Focus on behavior, not personality → Avoid saying, “You’re always late.” ↳ Instead, say, “I've noticed you've been late to meetings recently.” 4. Balance the positive with the constructive → Highlight strengths before diving into areas for improvement. ↳ This reinforces confidence and receptiveness. 5. Be empathetic → Put yourself in their shoes. ↳ Understand their perspective. 6. Encourage dialogue → Feedback should be a twoway street. ↳ Allow them to share their thoughts and feelings. 7. Follow up → Revisit the conversation. ↳ Ensure progress and continued growth. Remember: Effective feedback builds trust and fosters growth. If you need help, I've developed a 5 part framework on delivering feedback and having tough conversations: https://lnkd.in/eUdYQB-7 What’s your go to feedback strategy? #leadership #management #bestadvice

Feedback can be a powerful tool for growth and improvement, but only if given appropriately. Striking the right balance between being constructive and not demotivating the receiver is crucial. Here are some tested ways to provide feedback effectively: 𝟏. 𝐅𝐢𝐧𝐝 𝐭𝐡𝐞 𝐑𝐢𝐠𝐡𝐭 𝐓𝐢𝐦𝐞: Choose a time when the recipient is most likely to be receptive. Avoid giving feedback during high-stress moments or in front of others. A calm, private setting is often best. 𝟐. 𝐔𝐬𝐞 𝐭𝐡𝐞 𝐀𝐩𝐩𝐫𝐨𝐩𝐫𝐢𝐚𝐭𝐞 𝐂𝐡𝐚𝐧𝐧𝐞𝐥: Depending on the nature of the feedback, decide whether it’s best delivered face-to-face, over a video call, or via email. Sensitive feedback should generally be given in person or through a video call to allow for immediate discussion and clarity. 𝟑. 𝐃𝐨 𝐍𝐨𝐭 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐬𝐞 𝐈𝐭: Focus on the work, not the person. Instead of saying, “Your work needs more attention,” say, “The report needs more attention to detail.” This helps the recipient understand that the feedback is about the task, not a personal attack. 𝟒. 𝐁𝐞 𝐒𝐩𝐞𝐜𝐢𝐟𝐢𝐜: Vague feedback can be confusing and unhelpful. Clearly state what needs improvement and why. For example, instead of saying, “Good job,” say, “Your presentation was clear and engaging, especially the way you explained the data.” 𝟓. 𝐎𝐟𝐟𝐞𝐫 𝐑𝐞𝐜𝐨𝐦𝐦𝐞𝐧𝐝𝐚𝐭𝐢𝐨𝐧𝐬: Constructive feedback should always come with suggestions for improvement. If you point out a problem, also provide actionable advice on how to fix it. Remember, the goal of feedback is to support your colleague’s growth and development. We hope you found these tips helpful #Feedback #ProfessionalGrowth #Leadership #RhizomeConsulting

As holiday schedules approach, are you making time to give feedback? Getting good at giving effective feedback is one of the most important parts of leading a team. Most managers shove feedback into a once or twice a year appraisal. Increasing chances you’ll rely on subjectivity or recency rather than objective data. It robs your employees (and you) of numerous opportunities to build rapport and improve performance. Having those conversations, sometimes difficult, is crucial to professional development and to an organization’s success. Here are my tips for doing it well. 👉 Provide feedback as a coach. You're not just a task manager, you're also a coach and accountable for your team's professional development. 👉 Establish rapport. Look at life from their perspective. Ask them if they are ready to engage in meaningful discussion. 👉 Create a system for consistent feedback. I see clients use a lot is 15Five (or, alternatively, Lattice). 👉 Presume motives are virtuous. Don't assume that someone wants to do a terrible job. Nearly everyone wants to do well. 👉 Provide a face saving device. Help move someone in the direction of their goals without making them feel embarrassed or like an idiot. 👉 Give positive and negative feedback. A sign of a good relationship is giving all types of feedback. Ensure you can give both to your team. 👉 Remember the platinum rule - treat others as they would want to be treated. When you’re giving someone feedback, you’re investing in a human relationship with them. Any tips you might want to share? If giving feedback is on your list of things to improve, DM me to help you grow your feedback skills and build a better team. #feedback #performance #professionaldevelopment #management #leadership #coaching

"What feedback can I accept graciously—or offer gently?" Feedback conversations are tough at the best of times. End-of-year reviews bring added pressure—Will I get that bonus? The promotion? Do they know how I really feel?! These discussions often stir anxiety, tension, and defensiveness, for both givers and receivers. Research tells us that meaningful feedback will drive engagement, but it’s not easy to deliver or hear. It requires clear frameworks and genuine connection: ✅ Start with shared goals and ask: "How are you?... How are you really?!" All sorts of things get read into meaning when we stick to scripts, and corporate jargon at the surface level. ✅ Be specific and kind. Constructive feedback delivered with empathy is more likely to be well-received and acted upon. ✅ Pause before reacting to feedback. Reflect on what resonates, let go of the rest. Leaders must model openness. Invite feedback from your team with questions like: "What’s one thing I could do to support you better?" When handled thoughtfully, feedback becomes less about tension and more about growth—for both sides. In my career, I’ve rarely received truly meaningful feedback, but the moments I did transformed my perspective. By holding it lightly, and not responding with defensiveness, I was able to reflect and grow through it, however much it stung in the moment! So ask yourself: "What feedback can I accept graciously—or offer gently?" I’ll share one growth-related question here daily (until I run out of steam!) to inspire clarity and reflection. 📄 Write it down. Notice what comes up. I'm interested to know what other advice my network here would share for managing feedback? ♻️ Share this with someone who might take something from this. ➕ Hit follow on my profile for more Dan Spinney. 📨 Message me to explore coaching. #coaching #feedback #growth #leadership #learning

Most leaders suck at providing feedback. It's a horror show. At best it's a cringeworthy mix of platitudes and mixed messages, at worst it's just plain old criticism. Ultimately, most people simply avoid it. Problem solved...... In my experience, there are 2 broad categories of sucky feedback. 👍🏼The positive, generally pleasant and unhelpful, "keep up the good work". 🙁The negative and completely amorphic, "add more value". Usually rushed. Devoid of examples. Cluttered with generalisations. Tick that box with a flourish......another 12 month review done and dusted. And I think there are several reasons for this; a) Most people have never received useful feedback, so they don't know what good looks like. b) It's a skill that generally isn't taught, and therefore never practised. c) People don't know where to start. They fumble around with pleasantries for most of the allocated time, and rush through the actual feedback. d) It's seen as a yearly single sided transaction which makes it awkward and ineffective. e) They aren't getting feedback either, so they are also working in a void. And it's a huge missed opportunity to provide leadership for your team and the organisation. So what should we do instead........ Start with why. Why are you providing feedback? If it's a purely administrative task, then lets not pretend. It's a tick box exercise. Make those metrics green. You can stop reading here. But if you truly want to support the continuous growth and development of your team, and enhance the overall performance of the organisation? Now that's a conversation worth having. Share your best tips in the comments; I'll go first. I start with me. Have I provided everything they need to be successful. Have I communicated clearly on what good looks like, and how they can best contribute to achieving it. Feedback starts with you. It's a feedback loop. Interesting right? Want to know more? Reach out for a chat. #leadershipdevelopment #executivecoaching #feedbackmatters

How do you ensure your feedback is both constructive and tension-free? The truth is, some tension is necessary in feedback. When we stretch ourselves or others to grow, friction is inevitable. If we're learning quickly, failing forward, and working towards our purpose, tension is part of the process. As leaders or coaches, we should embrace being "professional irritants," agitating for the future—much like the grit in an oyster that ultimately creates a pearl. That tension drives growth. Here are some principles to maximize feedback impact: 1️⃣ Feedback Loop For feedback to be effective, it must be consistent and intentional. One way to achieve this is through a structured feedback loop—setting a baseline, establishing context, and capturing what's working and what's not. This creates a continuous flow of feedback that keeps the team moving forward. It’s not just a one-off conversation; it’s about creating habits around feedback. An old mentor of mine, Ian Ritchie, would send a postcard after each coaching session, summarizing key points. This simple habit reinforces consistent reflection and follow-up. 2️⃣Utilizing Digital Tools In the digital era, I often use Miro Board for coaching. I upload a person's 360 assessment onto the board, creating a shared space for discussing feedback, goals, and growth—all in one place. 3️⃣Implementing Regular Pulses Consistent measurement is key. I recommend regular pulse checks every 3, 6, or 9 months. This helps track growth and allows for adjustments along the way. 4️⃣Leadership Net Promoter Score Feedback should be a two-way street. Leadership isn’t just about guiding; it’s about active listening and creating space for honest dialogue. Consider running a vote on your leadership—something like, “Would you vote to keep me as CEO?” This fosters transparency and opens a two-way conversation, leading to deeper insights and stronger alignment. 5️⃣I Like, I Wish, I Wonder At P2, we often use this framework to structure feedback. It encourages open communication while maintaining constructive tension. Embrace the tension that comes with feedback; it’s a powerful catalyst for growth. I’d love to hear your stories and ideas on making feedback a key part of your team’s culture. #Feedback #Growth #Teamwork #Culture