I recently discussed the 360-feedback process that I was engaging in with a number of my clients.
Many teams & individuals use 360 feedback to support their continued growth and development. These assessments provide valuable information from a range of people. However, the information gathered represents only a snapshot in time and seeking feedback on a more regular basis is essential.
Even though feedback is crucial, we sometimes feel reluctant to give it, and even more so to receive it from others. It feels vulnerable to open ourselves up to the thoughts and perceptions of others. We may be surprised or even stung by what we hear.
And yet, if we avoid these conversations, we are likely missing out on valuable information that could serve us in our work and lives.
Sheila Heen says that one of the challenges with feedback is that it sits at a crossroads of two human needs; the need to grow, learn and develop; and the need to be loved, valued, and appreciated just as we are.
It may feel challenging to honor both of those needs at the same time. How do we let people know that they are valued just as they are, while also offering them information or insights that may support their growth?
Some people suggest sharing a balance of positive and constructive feedback, while others say we should have a ratio of 5:1 with appreciation to constructive feedback.
I don’t know that there is a right formula, and I do know that most of us can afford to give and receive more appreciation and recognition to others. Building that “positive bank account” tends to make the more challenging conversations go more smoothly and constructive feedback easier to hear.
What has worked for you?
Do you seek feedback from others? And if so, what value have you received from this process?
How do you approach the balance of positive to constructive feedback?
Having Fun at work
What do you like to do for fun?
I love to hike. I really love hiking with a good friend and spending that time catching up.
I love to read, listen to some great music, or even a great audiobook. I also love the opportunity to learn something new and take the time to figure something out on my own.
We all like different things and the definition of fun may vary for each of us. And most people enjoy and benefit from setting time aside in our busy schedules to have a good time.
But, what do you do for fun at work? Yes, I said, "at work".
When you think of the list of priorities in your workplace, having fun may be low on that list or even missing altogether.
And yet, it plays an important role in teams and organizations.
Having fun at work boosts morale, reduces stress, and increases creativity. It also helps create connections, build trust and strengthen relationships, all of which support the development of a high-performing team.
So, what have you done for fun at work?
I’ve heard many examples from clients over the years - from team building activities, happy hour with the team after work, painting classes, and more.
People seem to enjoy spending time together and getting to know each other in a non-work-related setting. They form stronger connections and build trust which positively impacts their work together.
How might this be useful to you and your team?
Many clients tell me that in the past, making connections with co-workers felt easier. There were opportunities to have informal conversations by grabbing lunch or a coffee with a colleague, running into someone in the elevator, or chatting at the famous "water cooler".
Those informal opportunities to connect vanished for those who abruptly shifted to working remotely.
Since the start of the pandemic, people have had to become really intentional about creating connections and strengthening relationships within their teams.
How do you look at having fun together and creating that personal connection? And what are some of the ways that you have found that have worked for your group?
I look forward to hearing your ideas.
Katie is a Certified Dare to Lead™ Facilitator and Executive Coach.