Which do you prefer, receiving or giving feedback?
Most people have a hard time with both. Either can be uncomfortable, awkward and unpredictable.
Many organizations have limited opportunities to engage in formal feedback processes. Performance reviews generally happen once or twice a year and feedback is reserved for those times.
If people aren't receiving regular feedback, both constructive and positive, their growth opportunities are limited.
And rarely do people ask for feedback from others. Imagine a manager saying to her staff, "I want your feedback. What's working for you and what could be better?" This kind of inquiry creates a culture of 2-way feedback and normalizes the process.
Most of us don't do this because asking for feedback is vulnerable. It takes courage.
Last year I was serving on a board that met virtually. A few months into our term, the two co-presidents asked that each of the members schedule time to meet with them privately to give them feedback on our experience serving on the board.
I thought this was incredibly courageous.
I had feedback to give - both positive and constructive. They listened to what I had to say. They were gracious and curious, clearly wanting to be of service in the most effective way possible. It was a great experience and inspired me.
Feedback supports growth and development. It helps us and others to be our best. We can even give hard feedback in a away that is kind, generous and clear.
When was the last time you asked for feedback and genuinely wanted to hear it?
What are your best practices for giving and receiving feedback?
Katie is a Certified Dare to Lead™ Facilitator and Executive Coach.