Kovid Batra’s Post

Timeless and effective guidance! Part 1 of our guidance describing the most effective method of letting your directs know how they are performing: Feedback. Feedback shows someone the impact of their behavior, allowing them to change ineffective actions or continue doing things that help the team achieve its goals. Feedback is the most frequently-used tool of effective managers. What is feedback? Feedback shows someone the impact of their behavior, allowing them to change ineffective actions or continue doing things that help the team achieve its goals. The dirty little secret of most managers is that while they are DESPERATE to get feedback from their bosses, they then visit that same sin on their own team. Every time we ask groups of executives and managers if they'd like more guidance and response from their boss, everyone raises their hand. On the other hand, every group also believes that their team is hearing everything the team needs from them. Of course, it's not true. Another example of how little feedback is intentionally given is how managers defend themselves when we challenge them. "You don't give enough feedback," we suggest, and the common response is "I give detailed annual reviews," or, better but still trivial, "I do quarterly reviews". This is a great amount of feedback/guidance if you're willing to wait 90 days or a whole year to change/improve anybody's performance. We have learned that, from working with hundreds of thousands of managers world-wide, the reason this is so is a combination of fear of conflict, and lack of skill. Basically, you probably see things all the time that you don't like or would like to improve in some way. We think a lot of your fear is retention related: "Well, what I have to share is not that big, and if I say something, he might get mad and quit, and gee, he may not be great but he does more work than an open position would..." The other reason is most managers don't know how - this guidance will teach you a foolproof, simple and fast way to talk about performance. This Cast Answers These Questions How can I deliver performance communications to my team? What should I say when giving feedback? Is there a proven way to give negative feedback politely and professionally? #effectivefeedback #managertools #guidance #feedback #retention #behavior #management

The difference between a team that thrives vs. one that struggles? It's feedback! Feedback isn’t just about performance—it’s about growth, connection, and continuous improvement. A team where leaders and team members share open and constructive feedback on a continuous basis is one step ahead of a team where feedback is shared poorly or not shared at all. As a leader, here are three feedback models you can foster within your team to create a culture of continuous sharing and development: 1. The SBI Model (Situation-Behavior-Impact) This model keeps feedback clear and specific. Describe the situation, highlight the behavior, and explain its impact. Perfect for delivering actionable insights. Example: “In yesterday’s meeting (situation), I saw you jump in with your ideas pretty quickly (behavior). Your enthusiasm is awesome, but maybe we can give everyone a moment to chime in before moving on. It might make for an even better discussion! (impact).” 2. The Feedforward Model Focus on future growth rather than past mistakes. This model suggests what can be done differently next time to encourage positive change. Example: “Moving forward, how about we set a reminder to check in with the client a day before? That way, we can avoid any hiccups in communication." 3. The STAR/AR Model (Situation-Task-Action-Result/Alternative-Result) This approach dives into specifics by outlining the situation and task, detailing the action taken, and explaining the result. The twist? It includes an Alternative-Result step where you suggest a different approach that could yield better outcomes. Example: “In our last code review (situation), your quick assessment (task) helped identify an issue (action), but it was missed by others (result). Next time, you could document your findings in detail for the team—this might prevent similar oversights (alternative result).” Tip: Try incorporating these models to transform your team’s feedback process. Curious about building a feedback culture that propels your team forward? Reach out to learn how our coaching sessions can help! https://lnkd.in/dtb9sQA9

🌟 Constructive Feedback Builds Strong Teams 🌟 As leaders, we hold a unique responsibility to foster growth, development, and cohesion within our teams. One of the most impactful ways we can achieve this is through constructive feedback. Let’s explore why it matters and how we can wield it effectively: ✅ Choose the Right Setting: Feedback sessions should occur in a private, comfortable environment. Opt for one-on-one meetings away from distractions. Remember, face-to-face interactions convey empathy and connection. ✅ Set a Supportive Tone: Begin with positivity. Acknowledge strengths and accomplishments before delving into areas for improvement. A supportive tone encourages receptivity and growth. ✅ Be Specific and Actionable: Constructive feedback focuses on behaviors and actions. Instead of saying, “Your presentation was weak,” try, “Consider incorporating more data visuals to enhance clarity.” Specificity empowers individuals to take tangible steps. ✅ Link Feedback to Goals: Connect feedback to team objectives. For instance, “Your attention to detail in code reviews aligns perfectly with our commitment to quality software.” Reinforce positive behaviors that contribute to collective success. ✅ Balance Positive and Negative: While addressing areas for improvement, highlight what’s going well. Balance constructive feedback with genuine praise. A motivated team thrives on encouragement. ✅ Encourage Peer-to-Peer Feedback: Extend these principles to team members. Encourage them to provide constructive feedback to each other. A culture of mutual growth strengthens bonds and elevates performance. ✅ Practice Active Listening: Feedback isn’t a monologue; it’s a dialogue. Listen empathetically to responses. Understand perspectives and adapt your approach accordingly. Remember, good feedback builds bridges. It transforms challenges into opportunities, fosters trust, and propels teams toward excellence. Let’s commit to providing feedback that uplifts, respects, and empowers our colleagues. 🤝 #FeedbackMatters #TeamSuccess #LeadershipJourney #Softskills

🚀 New Blog Post Alert! 🚀 📝 I’m excited to share a fresh blog post titled “When Feedback Is a Difficult Conversation at Work: Feedback Master Series.” In this article, I dive into the art of giving and receiving critical feedback in the workplace. Whether you’re a manager or an employee, understanding how to navigate these conversations is essential for personal growth and team success. 🔗 Read the full article here: https://lnkd.in/dAdrH7ZY 👉 If you’ve ever wondered how to approach tough feedback discussions, this post provides practical tips and real-world examples. From coaching your direct reports to creating a psychologically safe space for feedback, we’ll explore strategies to enhance communication and foster a positive work environment. 🙌 Let’s embrace feedback as a powerful tool for growth! Share your thoughts in the comments below. 👇

We often talk about difficult conversations and constructive feedback, but… …Stop and consider whether you are missing high-impact opportunities to provide positive recognition while also reinforcing the skills and actions that your direct reports utilize to be successful. Positive feedback is not a pat on the head, a certificate, a shout-out, or a general compliment. Instead, it requires you to describe the specific actions a person took or skills that they utilized, and the positive impact that those actions had. The feedback should relate to a specific project, incident, event or performance goal. And like all feedback, it should be timely. Don’t put it off. Positive feedback must be deserved, needed or earned. In other words, not perfunctory or rote or because you’re vaguely concerned that some recognition is overdue. The advantages of giving positive feedback include: ✅ It shows that you are paying attention ✅ It illustrates balance – that you don’t just focus on negatives ✅ It provides a high-impact form of recognition ✅ It teaches the employee what they are doing well – specifically ✅ It incents the employee to repeat the use of those skills and behaviors   Make it a priority to give positive feedback when warranted. You may be surprised at how powerful it can be. 💡 Note:  I facilitate a 4-hour course (virtual) course on “Feedback and Coaching for Results” that includes both positive and constructive feedback. If you’d like to learn more, please send me a note.  Link to my website: https://lnkd.in/ez8X48ZM

In the chapter "Seek Feedback," Richard Templar emphasizes the vital role that constructive feedback plays in personal and professional growth. He begins by asserting that feedback is an essential tool for self-improvement, helping individuals gain insights into their strengths and weaknesses. Templar argues that actively seeking feedback demonstrates a commitment to development and a willingness to learn. By approaching feedback as an opportunity rather than a criticism, employees can cultivate a growth mindset that enhances their performance and contributes positively to their careers. This chapter serves as a guide for readers on how to effectively solicit and utilize feedback in their professional lives. Templar outlines several strategies for seeking feedback effectively. One key approach is to be specific about the areas in which feedback is desired. Instead of asking vague questions, Templar encourages readers to pinpoint particular skills or projects where they seek insights. This specificity not only makes it easier for colleagues to provide meaningful feedback but also allows individuals to focus their improvement efforts. Additionally, he emphasizes the importance of timing; soliciting feedback shortly after completing a task or project ensures that the information is relevant and fresh. By being proactive in this way, individuals can gather valuable insights that can be applied immediately. The author also discusses the significance of creating a safe environment for feedback. Templar suggests fostering open communication and trust within teams, as this encourages honest and constructive critiques. He advises readers to approach feedback conversations with an open mind, demonstrating a willingness to listen and consider different perspectives. By showing appreciation for the feedback received, individuals can reinforce a culture of continuous improvement and collaboration. Templar emphasizes that feedback should be viewed as a dialogue rather than a one-sided critique, allowing for deeper understanding and richer exchanges. Finally, Templar concludes by reinforcing the idea that feedback is not a one-time event but an ongoing process. He encourages readers to regularly check in with colleagues and supervisors to gather insights continuously. This practice not only helps individuals stay aligned with their goals but also fosters a culture of accountability and growth within teams. By embracing feedback as a crucial element of their professional journey, individuals can enhance their skills, adapt to challenges, and ultimately achieve greater success. #SeekFeedback #ConstructiveCriticism #PersonalGrowth #ProfessionalDevelopment #GrowthMindset #SelfImprovement #OpenCommunication #Trust #Specificity #FeedbackCulture #Collaboration #ContinuousImprovement #ActiveListening #Engagement #SafeEnvironment #Dialogue #ProactiveApproach #Accountability #Teamwork #Success

Creating a strong feedback culture can be a game-changer for your agency’s success. When feedback is constant, clear, and actionable, it can make all the difference between a project that wraps up smoothly and one that stretches out for weeks. Here’s some quick tips to make it happen: 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗢𝗽𝗲𝗻 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 💬: When feedback is shared openly, it builds trust and ensures everyone is on the same page, leading to projects that meet—and exceed—expectations. 𝗠𝗮𝗸𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗔𝗰𝘁𝗶𝗼𝗻𝗮𝗯𝗹𝗲 🎯: Provide clear, specific, and timely feedback. This eliminates confusion, allowing teams to address what needs improvement directly, cutting down delays and misunderstandings. 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗶𝗻𝘁𝗼 𝗗𝗮𝗶𝗹𝘆 𝗪𝗼𝗿𝗸 🛠️: Use tools like Atarim to streamline the feedback process. Embedding feedback directly into your workflow removes time-consuming back-and-forths and keeps everyone focused on progress. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗮 𝗚𝗿𝗼𝘄𝘁𝗵 𝗠𝗶𝗻𝗱𝘀𝗲𝘁 🌱: View feedback as an opportunity for growth. Recognize and celebrate improvements to create a culture where team members actively seek out and welcome feedback. 𝗠𝗲𝗮𝘀𝘂𝗿𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗜𝗺𝗽𝗮𝗰𝘁 📊: Monitor how feedback affects project timelines, client satisfaction, and the number of revisions. Use these insights to continually refine your process and improve efficiency. What are some tips you have for a positive feedback culture? Let us know! 🤩

The Best Ways to Give Feedback - Chris Donnelly After building 2 businesses over the last 10 years and hiring over 100 people, there’s one thing that stands out to me when building a hyper-successful team… regular concise feedback. I saw a stat the other day saying that 69% of employees stated they want more feedback. Unfortunately, this doesn’t surprise me. In a world of toxic managers and poor communication in businesses, receiving powerful feedback is becoming harder and harder. However, as a business owner, or leader, if you master this skill, you will see huge returns for the business. But it won’t be a walk. You have to spend time actively trying to improve the way in which you give feedback. Fortunately, there’s a lot to learn. Here are my top 3 frameworks for improving your ability to give feedback. 1. SBI Model: Situation - Explain the situation. Eg - During yesterday's team meeting. Behaviour - Describe the behaviour. Eg - I noticed you interrupted a few times. Impact - Share the impact. Eg - It made your teammates feel unheard. This straightforward framework gives you a great structure to clearly communicate any issues or concerns and can even be used for positive feedback. 2. COIN Model: Connect: Establish rapport. Eg - Great work on the project last week. Observe: Share observations. Eg - I noticed you took the lead without being asked. Impact: Discuss the impact. Eg - It kept the team organised and we hit the deadline. Next steps: Agree on actions. Eg - Keep taking the initiative, it makes a huge difference. This one is a brilliant way to build relationships as you give feedback. 3. CEDAR model: Context: Where/When the behaviour occurred. Eg - While working on the marketing campaign. Examples: Specific instances of what happened. Eg - I saw you missed two important deadlines. Diagnosis: Your interpretation of the situation. Eg - It resulted in our launch being delayed. Action: What needs to change. Eg - I want you to focus on task prioritisation. Review: How you will follow up/ Eg - We’ll assess your progress in 2 weeks. This model is a more comprehensive approach than the other two and is more useful for deeper, complex issues. These frameworks may take some time and practice but they will ensure your feedback and communication is more structured, concise, and clear to your team. With clearer feedback, your team's performance will improve and job satisfaction should increase - a win for all.

🔍 How to Master Feedback as a Leader in 4 Simple Models... If you're a leader and aren't giving feedback effectively, you're missing out on one of the most powerful tools to drive performance and growth. But how do you deliver feedback without sounding harsh, or worse, without leaving an impact? Here are 4 feedback models that exceptional leaders use to provide clear, actionable, and growth-driven feedback: 1. SBI Model (Situation-Behavior-Impact) For straightforward and actionable feedback, focus on three things: -Situation: Describe when and where it happened. -Behavior: Specify what the person did. -Impact: Explain the effect it had. 💡 Example: "In yesterday's meeting, you interrupted a few times, which made your teammates feel unheard." 2. COIN Model (Connect-Observe-Impact-Next Steps) Great for building relationships while giving feedback: -Connect: Start with rapport. -Observe: Share what you noticed. -Impact: Discuss the outcomes. -Next Steps: Agree on an action plan. 💡 Example: "I noticed you took initiative last week, which kept the team organized. Let's keep it up by agreeing on weekly check-ins." 3. GROW Model (Goal-Reality-Options-Way Forward) A more consultative approach, perfect for feedback that leads to coaching: -Goal: What is the objective? -Reality: What's the current situation? -Options: Explore solutions together. -Way Forward: Decide on the next steps. 💡 Example: "Our goal is to increase team output by 10%. We're 10% behind right now. Let’s audit our processes to improve." 4. CEDAR Model (Context-Examples-Diagnosis-Action-Review) A deep-dive method for tackling complex issues: -Context: When and where did the behavior occur? -Examples: Give specific examples of what happened. -Diagnosis: Share your interpretation. -Action: Discuss what needs to change. -Review: Follow up and check progress. 💡 Example: "During the marketing project, you missed two deadlines. I think time management is the issue. We’ll assess progress in two weeks." 🚀 BONUS: Harvard's Top 5 Tips for Giving Effective Feedback 1. Lead with empathy. 2. Be specific and impactful. 3. Prepare, prepare, prepare. 4. Encourage open dialogue. 5. Embrace a forward-looking mindset. 🎯 Quick Tips for Feedback in Meetings -Choose a distraction-free environment. -Make the meeting about them, not you. -Provide specific, actionable goals. -Uncover their needs before diving in. Mastering these feedback models will empower your team to thrive, build trust, and promote continuous improvement. --- How do you typically approach giving feedback in high-stakes situations? --- ♻️ Repost this to help others in your network. And follow Michael Crist for more!