Several high potential talent development initiatives this month have prompted me to consider how brilliant communicators give brilliant feedback. I call feedback ‘the F word in leadership’ and I refer to it whether commenting on strengths or gaps. Building trust, creating a culture of ‘psychological safety’ and getting the timing right are fundamental to the recipients of feedback feeling helped, valued, supported, and not harmed, diminished, beaten.
One of the biggest gaps my clients and I have been discussing is when the right moment comes to open our mouths and speak, it can still all go horribly wrong. What works and what doesn't?
- Use a simple model. Several of my global clients use the framework of ‘continue and consider’; which I really, really like.
- Keep the comments short. The insight should be shared in a few seconds. For example:
- “Consider shortening your explanation. I got lost in the detail of what you said”.
- “Continue to provide the business case. I was persuaded by the return on investment”. There is far too much elaboration, expansion, excuse… the insight is lost in all the ‘blah, blah, blah’ around it
There’s a rigour here which all leaders need to improve. Be generous, and consistent with giving feedback, as well as open, receptive, and curious to receiving it yourself.
