Part 6: Providing grounded, actionable feedback

Creating a Safe Space for Feedback

Feedback that is rooted in both tangible data and a genuine sense of purpose forms the foundation for effective communication. By drawing from concrete evidence, it ensures that the feedback is not based on assumptions but on objective information. Moreover, the feedback's purpose is critical—it should serve a meaningful goal, whether it's personal growth, skill enhancement, or achieving a specific outcome.

However, the true power of feedback lies in its actionability. Feedback should offer clear insights and recommendations that the recipient can readily act upon. When feedback is grounded in data and delivered with a sincere intention.

These guidelines make it possible to make feedback delivery a driving force for positive change and continuous improvement.

Do not give the feedback sandwich

Contrary to popular belief, the widely known feedback sandwich (Prochazka et al., 2020)—starting with praise, sandwiching criticism, and ending with more praise—often falls short in its effectiveness. Its familiarity has led to skepticism, with people recognizing potential manipulation or focusing solely on the positive elements while neglecting the central message. Alternatively, they might perceive the initial and final compliments as mere distractions. The use of this method can obscure the clarity of the feedback session, which should be the primary objective.

Establishing a straightforward framework from the outset is paramount. Defining the scope of the conversation—whether it's focused on strengths, areas for improvement, or intentions—helps dispense with the conventional sandwich approach in favor of clarity. Although the sandwich technique aims to preserve the recipient's self-esteem, it can sometimes yield unintended consequences such as drowning the negatives with the positives or having the positives get set aside by the listener as pointed out by Wharton professor Adam Grant (2022).

In practice, even in role-playing scenarios, the tendency to linger excessively on the positive aspects can hinder meaningful discussions and dilute the feedback's impact. This backfires when the speaker's nervousness causes them to rush through the conversation, leaving little room for the crucial feedback exchange. In this context, abandoning the traditional sandwich method and opting for a more direct and transparent approach proves to be more effective in ensuring meaningful and impactful feedback conversations. 

Do not forget about the other 

Being vigilant about power dynamics, exercising sensitivity towards delicate subjects, and acknowledging external factors that impact feedback reception are pivotal in fostering a conducive feedback environment. Recognizing the context in which feedback is delivered, particularly when there is a substantial power disparity, is essential.  

For instance, when providing feedback to individuals lower in the organizational hierarchy, understanding that the impact might be magnified is crucial. Instances involving sensitive subjects, such as attire, necessitate even more cautious handling. Coaches and mentors must be attuned to the atmosphere and ensure that the feedback process doesn't induce shame. Creating an environment free of shame is integral to a safe feedback space, and it aligns with the objective of enabling individuals to achieve their career aspirations. 

Balancing sensitivity with constructive conversations is paramount. Addressing sensitive topics becomes necessary when they affect an individual's career advancement. Adopting a curious and empathetic stance can guide these discussions, maintaining the focus on understanding the larger context. In interpreting variations in feedback, particularly from different sources, the relational dynamics and frequency of interactions must be considered.  

Feedback disparities often arise due to the distinct nature of relationships. The realization that feedback sources vary underscores the importance of preparation. Preparing for feedback discussions involves acknowledging the potential influence of context on perceptions and intentions. As coaches and mentors, it's our responsibility to guide individuals through this intricate landscape, ensuring that feedback is insightful, considerate, and conducive to growth.

Deliver good feedback 

Constructive feedback not only empowers individuals and teams to refine their skills but also nurtures an environment of open communication and continuous improvement.  

Focus on Behavior, Not the Character. When providing feedback, it's essential to concentrate on specific behaviors rather than making judgments about a person's character. Instead of saying someone is disengaged or doesn't care, it's more productive to highlight actions that have tangible effects. This approach creates a safer space for teams to openly discuss issues. For example, expressing how not receiving a pre-read impacted readiness for a meeting or explaining how phone usage distracts from effective collaboration is more constructive than assigning negative labels. 

Here's a quick exploration on how a focus on behavior is more effective during executive assessments:

Distinguish between What You Know and Can Describe. A related principle involves distinguishing between what you genuinely know and what you can accurately describe. This ensures that feedback is rooted in concrete observations rather than assumptions or interpretations. When you have observable examples, feedback becomes more objective and easier to discuss with clarity. 

Clarify and Resolve Differences. Feedback often brings to light differing perspectives and interpretations. Addressing these differences by revisiting intentions and shared team norms can help foster understanding and alignment. By referring back to agreed-upon goals and intentions, teams can collaboratively navigate disparities in social styles, work methods, and perceptions. This process facilitates open communication, promotes cohesion, and enhances the resolution of conflicts arising from varying viewpoints. 

These strategies collectively contribute to a feedback culture that encourages growth, fosters mutual respect, and aids in building stronger and more harmonious working relationships. 

Offer Recognition 

Acknowledging and celebrating achievements, both big and small, has the remarkable ability to make individuals feel valued and affirmed. This act of recognition extends beyond a mere gesture; it is a profound way of expressing appreciation and support.  

By highlighting accomplishments and milestones, organizations create a space where individuals feel not only seen but also deeply connected to the collective success. In this article, we delve into the significance of offering recognition as a vital component of a vibrant workplace culture. Through its ability to inspire, motivate, and foster a sense of belonging, recognition emerges as a cornerstone in the pursuit of organizational excellence and employee satisfaction. 

Remember to Start with Yourself 

Embarking on a journey of self-improvement and transformation necessitates introspection, self-awareness, and a commitment to one's own growth. By prioritizing self-reflection and acknowledging one's own strengths and areas for development, individuals lay the groundwork for meaningful progress.

This fundamental concept serves as a guiding light for navigating challenges, enhancing relationships, and ultimately contributing to a more harmonious and fulfilling life. The significance of self-awareness, self-improvement, and self-acknowledgment cannot be overstated. Just as a strong foundation is crucial for building a sturdy structure, beginning with oneself sets the stage for meaningful change, impactful interactions, and a fulfilled existence. 

Sources: 

Grant, A. (2022, June). Stop serving the feedback sandwich. Better Business Focus. One Smart Place. Retrieved from https://onesmartplace.com/wp-content/uploads/2022/06/Stop-serving-the-feedback-sandwich-Adam-Grant-BBF-June-2022.pdf. 

Prochazka, J., Ovcari, M. And Durinik, M. (2020). Sandwich feedback: The empirical evidence of its effectiveness. Learning and Motivation, 71, pp. 101649.