Feedback Activities

There are two activities that can facilitate feedback and acceptance. The first is to ask the receiver to perform listening chats, where they are asked about their strengths and areas for improvement. This helps them own their feedback. The second activity is for leaders to provide strength-based feedback for 30 days, creating a positive environment. The goal of feedback is for it to be accepted and utilized strategically. There are tons of activities you can do to facilitate the feedback providing and acceptance. Let me share two activities that I would strongly encourage you to utilize. Number one, put it on the receiver. Ask them to perform listening chats. A listening chat, again, is where you go up to somebody and say, teammate, what are two or three things I do very well as a teammate? What are two or three things that I do well? And what is one area where you would encourage me to improve? Use a three to one ratio. They become more accepting because it's very strength-based. Remember what Gallup says, when we lead with strengths, people engage eight times more. That will get the receiver owning their feedback. Number two, have leaders, including yourself, only call people into the office for 30 days and provide strength-based feedback, the specific things they are doing well. Here's why. When you do that, you position people to create a cadence of positivity. See, when we lead with strengths, people engage eight times more. When you hear, here are the three or four things you're doing really well, Lisa, and an opportunity where I'd love to add to your list of strengths is time management, that was my way of giving feedback where time management needs to improve. See, the goal of feedback isn't just to give it. The goal of feedback is to give it so someone accepts it openly and thoughtfully and utilizes it strategically.