We recently hosted a webinar on “How to Give Feedback that Inspires Growth,” and the conversation was buzzing! If you missed it, don’t worry! This blog post will capture the key takeaways and delve even deeper to help you transform your feedback game.
Feedback is a double-edged sword. Delivered poorly, it can deflate and discourage. But when done right, it becomes a powerful tool for growth, both personal and professional.
The webinar unpacked the core principles of providing feedback that inspires rather than extinguishes. Here are some key takeaways to refresh your memory:
Focus on the future, not the fault. Dwelling on mistakes is unproductive. Instead, frame your feedback around how the recipient can improve going forward.
Be specific and actionable. Vague comments like “good job” or “needs work” are meaningless. Provide concrete examples and clear steps for improvement.
Make it personal, not personal attacks. Feedback should target the behaviour or work, not the individual.
Maintain a growth mindset. Approach feedback as an opportunity for learning and development, not punishment.
Emphasise strengths. Don’t underestimate the power of acknowledging what’s done well. It builds trust and creates a positive atmosphere for feedback.
These are all crucial building blocks, but the webinar also explored some insightful concepts that deserve further reflection:
The Power of Why: When providing feedback, don’t just tell someone what they did wrong, explain why it matters. Understanding the impact of their actions helps them internalize the message and makes future improvement more likely.
The Art of Appreciation: Weaving appreciation into your feedback loop strengthens its impact. Recognise the effort behind the work, even if the outcome wasn’t perfect.
Psychological Safety: Creating a safe space for open communication is essential. People are more receptive to feedback when they feel comfortable expressing themselves without fear of judgment.
You’re Not Alone in Feeling Discomfort
Our in-session poll revealed that many of you, like most people, tend to feel uncomfortable giving feedback. This discomfort often stems from the fear of being perceived as a critic.
The webinar unpacked two powerful models to structure feedback for maximum effectiveness and encourage reflection and action. You can use these models with anyone you want to see grow, including your mentee, team members, peers, friends, and family.
The WEK Model:
What went well: Identify the specific elements and behaviours you observed.
Even better if: Identify the elements that could be improved for next time.
Keep doing: Highlight what the person should continue doing because it’s effective.
Example: “In today’s presentation, your clear explanations and engaging visuals really helped everyone understand the complex data (What went well). It would be even better if there’d been enough time for an Ask Me Anything session (Even better if). Keep up the great work with these presentation techniques (Keep doing)!
The SBI Model: This model links feedback to accountability.
Situation: Describe the specific situation in which the behaviours occurred.
Behaviours: Describe the observed actions.
Impacts: Describe the effects of the observed actions.
Example: “During the virtual team meeting, you interrupted your colleague several times (Situation).” “You spoke over them and didn’t allow them to finish their thoughts (Behaviours).” “This disrupted the flow of the meeting and made your colleague feel disrespected (Impacts).”
Mastering the Art of Delivery
The way you deliver feedback significantly impacts how it’s received. Here are some key tips from Christine and Richard:
Preparation: Reflect on the intention behind your feedback and ensure it aims to benefit the recipient. Set the right environment by asking for permission before offering feedback. A simple question like, “May I offer you some feedback?” can make a big difference by creating a respectful and receptive atmosphere.
Building Trust and a Safe Environment: Trust is the foundation for effective feedback. Create a safe space where the recipient feels supported rather than judged to encourage openness.
Tone and Delivery: Your body language, tone, and choice of words can soften the blow or make the feedback seem harsher than intended. Richard (at 35:36 in the recording) highlighted that saying, “My honest feedback is this,” with a supportive tone versus an abrupt tone can make a world of difference.
Making it a Two-Way Process: Encourage feedback from the recipient about your role and actions to enhance the process. This two-way communication fosters mutual respect and continuous improvement. As Richard and Christine suggested, ask questions like, “Is there anything that I’m not seeing?” or “Is there anything you need to tell me?” This promotes an open, honest exchange and strengthens your relationship.
Sharpen Your Skills
Here are some ways to improve your feedback skills:
Buddy Up: Find a colleague or peer to exchange feedback with regularly. This allows you both to refine your techniques and gain confidence in giving and receiving feedback.
Practice Active Listening: Active listening skills are essential for effective feedback. Pay close attention to what the recipient is saying, both verbally and nonverbally.
Ask Powerful Questions: Powerful questions go beyond “yes” or “no” answers and encourage deeper reflection.
Find Your Style: Experiment to find a feedback style that feels genuine and authentic to you.
The Human Edge Mentoring Skills and Practice Course: This course dives deep into the tools and techniques needed to excel in your mentoring role. Module 3 is dedicated to feedback, with live practice sessions and activities to build your confidence.
Webinar Replay: You can find the replay of the entire “How to Give Feedback that Inspires Growth” webinar here.
Feedback is a powerful tool for growth, but it needs to be delivered effectively. By incorporating the takeaways from this blog post and the webinar, you can transform your feedback game and become a master at inspiring growth in yourself and others.
Remember, the key is to be intentional, empathetic, and focused on growth. Don’t miss out on the chance to watch the full webinar recording for even more actionable strategies and practical examples!
Skip to content 
Optimized by Seraphinite Accelerator
