Stuart Andrews’ Post

Need guidance of how to give feedback?

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.

10 Ways to piss people off with your feedback! Let’s be honest—giving feedback can be tricky. But if you want to make sure your feedback never lands, here are 10 ways to fail at it. 👇 1️⃣ Be vague, real vague 🤔 If you don’t get specific, they’ll never know what to fix. A surefire way to ensure nothing changes. 2️⃣ Wait until it’s too late ⏰ Hold on to that feedback until the problem gets worse. Timing is everything, but delayed feedback guarantees it won’t help. 3️⃣ Be as blunt as possible 😖 Why worry about how your message comes across? Being overly direct without empathy will surely shut the conversation down. 4️⃣ Avoid the facts ❌ Feedback based on assumptions? Perfect! Skip the real context and leave them guessing what went wrong. 5️⃣ Never follow up 💬 Give your feedback, disappear, and hope they magically improve. Why bother checking in on progress? 6️⃣ Don’t balance the conversation 🤸🏼♂️ Why mention what’s working? Just hit them with the negatives and watch the defensiveness rise. 7️⃣ Use one-size-fits-all feedback 👕 Forget that everyone’s different. Don’t bother tailoring your feedback to their personality or feedback style. 8️⃣ Skip the action plan 🏃🏼♀️ Give your feedback, then walk away. No next steps, no plan. Let them figure it out themselves! 9️⃣ Overwhelm them with everything at once 🤕 Want to ensure nothing sticks? Pile on all the feedback at once instead of focusing on one at a time. 🔟 Make it personal, not constructive 👉🏼 Criticizing the person instead of their behavior? Great way to make it uncomfortable. 💡 Any of these sound familiar? Don’t worry! I’ve been working on brand a ground-breaking new Feedback Technique called ISBA! 🚀 It comes with: ✅️ Dialogue Cards 💡 ✅️ Your personal Feedback Avatar 🙋♀️ ✅️ A personal 30 day plan. 📒 Join me for an exclusive sneak peek of these techniques: 🗓 October 30th! 💡 🔗 Sign up here: https://lu.ma/ukgi9fdc hashtag #Leadership #Feedback #Coaching #ProfessionalGrowth Managerkind

If I asked, “Can I give you some feedback?”, how would you feel? Feedback often carries negative connotations, and I think it is because we don’t actively invite it. If you never ask for feedback, you aren’t going to get it very often. And when you do, you are going to get it when someone feels compelled to share – that is, when it’s “negative.” We have many great questions for inviting feedback regularly. When you are initiating the feedback, you are more likely to get positive feedback, and you are ready to receive it even when it is constructive. Try out a couple of questions I like to recommend to get actionable feedback: – What’s one thing I can do differently to _____? – How could I have approached _____ differently? Both of these questions ASSUME there is something you can learn and make people think critically about how to help you improve. When we seek feedback, we are in a better headspace for it, and we are going to get more out of it. It isn’t easy, but if we can see feedback as a gift, as an opportunity to grow, then it will be. I know I am still on the journey to do this well. How has your relationship with feedback evolved over the years? #Feedback #GrowthMindset #LeadershipDevelopment

Ask for feedback! I don't need to state why feedback is so important. But we do need to encourage people, especially young people, asking for more of it. It's a scary thing, to make yourself vulnerable and invite feedback but it can also be the same thing that empowers you - not knowing and sitting in the dark is so much worse. And as with any skill, the more you practice, the easier it becomes. 🫣 My advice for asking for feedback: 1. Do an audit 📝 - of whatever it is you're asking about. Use a SWOT analysis and take time to reflect on it yourself before you ask someone else 2. What do you want 🤷♀️ - from the conversation, the feedback and for yourself. 'I want to leave knowing and feeling X' 3. Probe ☝️ - if feedback is vague, ask the who/what/how/why/where questions for a deeper understanding 4. Think critically 🧠 - especially if the feedback isn't requested or it's with someone you don't have the best relationship, keep thinking critically about it, especially if it's posed as advice - it doesn't always need to be followed. Finally a tip I learnt from the ever amazing Stefanie Sword-Williams FRSA (she/her) - make a photo album or email label of 'good things' and save all the good feedback/moments so you have undeniable evidence of your capability in moments of self doubt. 🔥 #feedback #askingforfeedback #selfdoubt #confidence

15 phrases that make giving feedback a little easier… PHRASES TO GIVE A “HEADS UP” THAT FEEDBACK IS COMING: → “Would you be open to hearing some quick feedback around a few things I noticed?” → “I heard a few things on a call the other day that I thought we could talk through together — would you be open to that?” → “Could we have some time later today for us to chat about some pointers?” PHRASES THAT HELP SHOW YOUR INTENTION: → “I’m saying this because I believe in you and what you’re capable of…” → “I’m giving you this feedback want you to succeed…” → “This is important to me because I care about the company’s direction as a whole…” PHRASES THAT HELP KEEP YOUR FEEDBACK OBJECTIVE: → “When you did ___, it made me feel ___…” → “Here’s what I observed…” → Here’s what I noticed…” → “Here’s where I think there’s an opportunity to improve…” PHRASES THAT INVITE THE PERSON INTO THE CONVERSATION: → “Is there anything I’m missing?” → “Is that how you saw things, or do you see things differently?” → “What do you think?” → “Was there anything that doesn’t seem clear to you?” → “What do you think both you and I should do to move forward?” Of course, these phrases will not on their own magically help your team member internalize the feedback... But my hope is that they give you a little less friction, and more momentum to giving that difficult feedback, when you haven’t quite figured out how to say it. Any other phrases you've personally found useful when giving feedback? -- ✨ For more templates, and frameworks on giving feedback, check out our Feedback Module in Canopy → https://lnkd.in/deGEmfiJ 💚 Subscribe to our Canopy newsletter for more useful tips like this → https://lnkd.in/d4-CvQ86 #feedback #leadershipdevelopment 

🌟 Transform Your Feedback: Make It Constructive and Uplifting! 🌟 Let’s talk about feedback – a crucial part of growth, but it doesn’t have to be intimidating. Imagine turning feedback into an energizing, collaborative experience! 🚀 Here’s a simple guide to delivering constructive feedback in an easy-going way: 1️⃣ Start with a High Five: Begin by highlighting what’s going well. Recognizing strengths first sets a positive tone and boosts morale. 🎉 2️⃣ Be a Spotlight, Not a Spotlight Stealer: Zero in on specific actions and outcomes, not general traits. Think “Great job on the presentation!” instead of “You’re always good at presentations.” 🌟 3️⃣ Use Friendly “I” Statements: Make it personal and less confrontational. For instance, say “I noticed...” rather than “You never...” It’s like sharing a helpful observation rather than delivering a critique. 🗣️ 4️⃣ Invite a Chat: Turn feedback into a dialogue. Ask questions, listen actively, and make it a two-way street. This way, feedback feels like a team effort. 🤝 5️⃣ End with a Pep Talk: Wrap up by expressing your confidence in their ability to grow and succeed. Show enthusiasm and offer your support. Your belief in their potential can be a huge motivator! 🌟 Feedback doesn’t have to be a chore – let’s make it a chance to connect, encourage, and grow together! Who’s ready to turn feedback into a superpower? 🙌 #ConstructiveFeedback #ForYou #Leadership #PositiveVibes #ProfessionalGrowth #ContentForYou #EffectiveCommunication #TeamWork

I learned receiving and giving feedback the hard way. If someone asks what was the most challenging thing that is being worked upon since almost a decade of corporate experience then I would definitely cut it to - Feedback. Here are few takeaways from giving constructive and receiving feedback- - Feedback keeps everyone on track- That’s beneficial for people involved in a team project so that segregation of duties and its output is not impacting the final goal. - Promotes growth- Once we build the habit to listen actively, taking the time to analyze, and then thinking of the best possible solution not only results but brings people together and creates a healthy communication flow. -Feedback produces tangible business-related, direct benefits- When a direct feedback is received- then the mind starts performing judiciously and the best outcome comes as the tendency to deliver better than before remains a strong motive after the feedback is received. And once we deliver something better- it not only benefits the organization but unlocks individuals growth too. All said and done, no matter whatever approach we follow, navigating through it becomes difficult and comes with practice.

Giving hard feedback is a challenge I've faced many times as a leader. One particular instance that stands out involved a team member I respected deeply but who had recently begun missing key deadlines. I knew I had to address it, yet I wanted to do so in a way that preserved their motivation and confidence. This experience taught me the importance of careful preparation and a thoughtful approach when delivering tough feedback. First, I make sure I'm clear about the specific feedback I want to provide. Second, I understand that hard feedback should always be delivered in private, and both the recipient and I should be in a calm and receptive state of mind. When sharing feedback, I focus on specific incidents and use "I" statements to describe my observations. For example, I might say, “I noticed you handling this situation differently than usual. I'd like to discuss how we can approach it more effectively.” I also emphasize the importance of this feedback for the person's growth and development. We all need feedback to grow. Without it, organizations can develop unhealthy habits, such as avoiding conflict or only giving positive feedback. This can lead to unresolved issues that damage morale and hinder professional development. 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐟𝐨𝐫 𝐃𝐞𝐥𝐢𝐯𝐞𝐫𝐢𝐧𝐠 𝐇𝐚𝐫𝐝 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤: ➝ 𝐔𝐬𝐞 𝐭𝐡𝐞 𝐅𝐨𝐮𝐫-𝐒𝐭𝐞𝐩 𝐒𝐜𝐡𝐞𝐦𝐞: Start with specific examples, share your feelings, explain the consequences, and state your expectations. ➝ 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐁𝐞𝐡𝐚𝐯𝐢𝐨𝐫, 𝐍𝐨𝐭 𝐂𝐡𝐚𝐫𝐚𝐜𝐭𝐞𝐫: Separate the individual from their actions to avoid defensiveness. ➝ 𝐂𝐫𝐞𝐚𝐭𝐞 𝐚 𝐒𝐚𝐟𝐞 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭: Conduct feedback conversations in private and ensure confidentiality. ➝ 𝐁𝐞 𝐌𝐢𝐧𝐝𝐟𝐮𝐥 𝐨𝐟 𝐓𝐨𝐧𝐞 𝐚𝐧𝐝 𝐁𝐨𝐝𝐲 𝐋𝐚𝐧𝐠𝐮𝐚𝐠𝐞: Maintain a calm tone and avoid judgmental language. It’s also important to remember that hard feedback doesn’t have to be all negative. I always try to highlight the positive aspects of the person’s work while addressing areas for improvement. My goal is to deliver the feedback in a way that is constructive and encourages growth. What about you? How do you handle delivering tough feedback? Any strategies you find helpful? #feedback #mindfulness #peoplemangement #leadership #LeadwithRajeev