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

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

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

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

My 5-category Feedback Framework (that’s a mouth-full but it’s simple, powerful, and it works). Here it is: Category #1: Clarity ✅ Good feedback for me is all about being specific and clear. When I receive it, I know exactly what needs attention, with no guessing involved. ❌ Bad feedback on the other hand leaves me in the dark. It’s vague and makes me unsure about what to change or improve. ___ Category #2: Actionability ✅ Good feedback gives me actionable advice. It not only points out issues but also suggests clear steps I can take to address them. ❌ Bad Feedback is frustrating because it lacks actionable insights. It tells me what’s wrong but doesn’t guide me on how to fix it. ___ Category #3: Timing ✅ Good feedback comes at the right time. It’s given soon after the event or behavior, so the context is fresh and relevant. ❌ Bad feedback often arrives too late, missing the moment when it could have made a difference and lessening its impact. ___ Category #4: Tone and approach ✅ Good Feedback is constructive and balanced. It acknowledges both my strengths and the areas where I can improve, which encourages me to grow. ❌ Bad feedback can feel overly critical or negative. It focuses only on what I did wrong without recognizing what I did right, which can be demoralizing. ___ Category #5: Objectivity ✅ Good feedback is objective and based on facts. It’s free from personal bias and focuses on my behavior or outcomes. ❌ Bad feedback sometimes feels biased or personal, influenced by the giver’s subjective opinions, making it seem unfair or unwarranted. What’s your experience with feedback? Good or bad. Share in the comments.           ___ PS: If you want Actionable Leadership Advice like this, follow me and join the conversation. ♻️ Share and repost. Your friends will thank you, and so will I.

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

Don’t give critical feedback.          If you read "The Feedback Fallacy" by Buckingham and Goodall, this is one of the key takeaways.    According to them, we fail at critical feedback because:    🚩Traditional feedback demotivates through negative focus    🚩It reflects the giver's biases more than the receiver's needs   🚩And it incorrectly assumes people learn best from analyzing failures, overlooking the benefits of building on existing strengths.   Fun story, I was suggesting this as a talking point for a team-building program I was building and the client was aghast:  "I tell my employees what they do wrong all the time! You can't stop me from doing that!"   🙄 🙄 🙄 😐   🤷♂️ But, they were right, I couldn't stop them from giving corrective feedback.    Which is why I suggest it shouldn’t be all or nothing.   Here's the key thing I suggest doing if you insist on giving 'critical' feedback:    Reduce the threat response:  More on this in David Rock's SCARF model but the basics-   Critical feedback and the perception of the threat it poses can cause the recipient to reduce their ability to actually hear the information.    Reducing the threat response means addressing one or more of the five key areas that people pay attention to:    1️⃣ Status-do I matter? 2️⃣ Certainty-can I predict what's going to happen next? 3️⃣ Autonomy-will I have a say in what happens next? 4️⃣ Relatedness-am I still part of the team? 5️⃣ Fairness-will the decisions be equitable and impartial?   When you deliver critical feedback do this:    Start by acknowledging the item that might be of primary concern to the recipient,   Then address that you are giving the feedback because you want to be helpful.    "Mike, I want you to know that you are a really valuable part of our team and we want that to continue.  This conversation is about you and I coming up with ways that we can help you improve and I'm looking forward to your thoughts about this."   I don't think critical feedback is going away anytime soon, but I do think that many managers can improve their delivery.      #management #leadership #coaching

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

Did you know that while most employees crave feedback, only 30% receive it regularly? That is a lot of MISSED opportunity to improve ourselves, our teams, and organizations. Feedback is a powerful tool, yet clearly underutilized in many organizations. Delivering feedback in a way that is actionable, specific, and easy-to-implement is a game-changer. When feedback is precise and constructive, it empowers employees to grow and improve. 🌱 I had a recent reminder of what effective constructive feedback looks like. Last month, I delivered a talk on difficult conversations and accountability at an industry conference. The feedback from attendees was illuminating. 💡 Out of 35 comments, 33 were positive and 2 were constructive. Here's the difference: Useful feedback: "The session was employee-focused, and I was hoping for more client-focused approaches." This is great feedback! It provides a clear, actionable direction that I can use to tailor my talk to my audience's needs the next time. Ineffective feedback: "The speaker was too polished." This is subjective and vague. While it's an opinion, it doesn't offer a clear path for improvement, especially when most positive comments praised my professionalism. Every day, I strive to embrace a continuous improvement mindset. Constructive feedback, when specific and actionable, helps me be a better coach, speaker, and trainer. Let's foster a culture of effective feedback! Share your tips for giving actionable feedback or an experience where feedback helped you grow. How do you ensure your feedback is impactful? #leadership #feedback #workplaceculture #speaker #employeeengagement #CEO #Founder