Feedback Supplemental

In the leadership world, it can be unfair for leaders to provide feedback without teaching receivers how to receive it. A helpful coaching strategy is to have team members pair up and ask for feedback on their teamwork and areas for improvement. They only respond with thank you. This should be done regularly with different team members. After a few weeks, they can summarize their strengths and areas for growth and take action based on the feedback. This strategy is called rotating peer-to-peer feedback conversations. When it comes to feedback, again, we have a receiver and we have a provider. I think sometimes the leadership world can be very unfair. It's bestowed upon leaders to provide feedback. That's daunting. Now, keep in mind, what if we asked you to go into a room and give some instruction where people have never been taught how to receive instructions? Would you go into the room? That's kind of what we encompass or what we engage with when it comes to feedback. So one of the greatest supplemental coaching strategies you can do is to have people pair up, your team members, and ask for two sets of feedback. What's one area where I serve the team well as a teammate? And what's the one area where you feel like I have an opportunity to grow? And the condition is you only say thank you. People write that down. So you have them do it once or twice a week with different team members. Maybe after two, three, four weeks, you have them write a summation of what they learned in terms of their strengths and what they learned in terms of opportunities where they can grow. And then here's the big one, what actions they are willing and are taking specific to what they learned from those sets of feedback. And what that does is it puts feedback into motion. And it's called rotating peer-to-peer feedback conversations.