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The Champion Forum Podcast

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TCFP238: Collaborative Feedback

Thank you for listening to The Champion Forum Podcast with Jeff Hancher! If you want to influence someone’s behavior, you can’t just tell them what to do. You must create a dialogue and show that you value them and want the best for them. Done correctly, collaborative feedback can create a culture of productivity and innovation. On today’s podcast, we’ll discuss what collaborative feedback is, why it’s so effective, and how to use it.


Why is Collaborative Feedback so Important?

Collaborative feedback fosters a culture of open communication and continuous improvement. When leaders actively seek input from their team members, they build trust and create an environment where everyone feels valued and heard. This, in turn, leads to increased team morale, productivity, and innovation. It’s also great if you want to promote a coaching culture.


How to Use Collaborative Feedback

1. Get Buy-In, Especially From A Boss or Peer

If you want to give feedback to your boss, get their buy-in before you deliver the feedback. Try starting by saying this: “If there was ever a time that you weren’t acting in a way that models the type of leader you want to be would you want me to tell you?”


2. Ask Questions!

Asking questions shows that you care about your team members and want to see them improve. For naturally defensive employees, it helps them let their guard down. Instead of issuing a directive, you help your team member come to a conclusion on their own.


Q: Have you ever tried to give feedback to your boss? Describe your approach. Based on this episode, what would you have done differently? How was your feedback received?


Great Questions For Common Areas of Concern

1. General Feedback:

Example: "What can I do to better support you in your role?" "Do you have any suggestions for improving our team's communication?"


2. Performance and Development:

Example: "How do you feel about your recent performance? What went well, and what could be improved?" "Do you feel your current workload is manageable, or do you need any adjustments?"


3. Team Dynamics:

Example: "How would you describe our team's working dynamics? Is there anything we should address or change?" "Are there any conflicts or challenges within the team that you think we should resolve?"


4. Goal Setting:

Example: "Are there any specific projects or initiatives you'd like to be more involved in?" "How can we align your personal development goals with the team's goals?"


5. Leadership Style:

Example: "How do you perceive my leadership style, and are there any adjustments you'd recommend?" "Is there anything I should start, stop, or continue doing as your leader?"


6. Career Growth:

Example: "Where do you see yourself in your career in the next 1-2 years, and how can I assist you in achieving those goals?" "What type of professional development would you find most beneficial?"


7. Suggestions for Improvement:

Example: "If you were in my shoes, what changes would you make to enhance our team's performance and satisfaction?" "Are there any tools or resources you believe would help our team succeed?"


8. Future Vision:

Example: "Where do you see opportunities for innovation or growth in our department or organization?" "What can we do to ensure that our team remains successful in the long term?"


Q: Why do you think these questions are an effective way to give/receive feedback? Have you used this approach in your leadership style? Describe the outcome. What other tools help you engage in collaborative feedback?


Respond and Take Action

Remember that asking these questions is just the first step. It's equally important to actively listen to the responses, acknowledge the feedback, and take appropriate action to address concerns and make improvements. Collaborative feedback is most effective when it leads to positive changes and growth for both individuals and the team.


Q: How do you follow up after giving feedback? Why do you think follow-up is important? How do you balance accountability and personal responsibility when following up after collaborative feedback?


Application Activities:

  1. What areas do you give the most feedback? Brainstorm a list of 5-10 questions you could use to help your team correct a common behavior. Memorize this list or keep it on a note on your phone so you can quickly jump into collaborative feedback.

  2. Consider the following to increase your self-awareness: Do you default to direct or collaborative feedback? Why do you think you choose one over the other? Get some feedback from members of your team. Do they think you ask enough questions? Do they wish you were more direct in your feedback? Do you avoid using one approach or the other with specific team members? Why or why not?

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