Management Perspectives

When we are deemed responsible for accomplishing a mission, we are equipped with the needed skill set, but when navigating through fresh opportunities, projects, assignments, and engagements, you uncover the hidden potential and strengths within yourself. With each initiative, you tackle new challenges that stand before the stepping stone of your professional growth.However, not all aspects of our strengths become evident to us; that’s where feedback comes in, as it visibilises the intricacies that may otherwise remain hidden and in the process of doing so, our weaknesses too come to the forefront. It serves as a much-needed push for your people, as their efforts are recognised and appreciated while also ensuring they know about where they went wrong. People willingly show up when their work is acknowledged through ongoing evaluation at work, as they consistently contribute and strive to perform at their best. Research by Gallup suggests that people are 3.6 times more inclined to be highly motivated to excel in their tasks when they receive daily feedback, as opposed to feedback provided on an annual basis. While the emphasis on the importance of effective communication is brought up now and then, we tend to not validate the priceless asset that effective feedback can be in the growth and development of the organisation and its people. It invites engagement through conversation, highlights the key issues, and improves talent development at work. Although the traditional response methods followed a rigid format as the process was often delayed, the dynamic nature of the modern workplace necessitates adjustments to its structure. In fact, in recent years, varied ways of adapting to the changes have evolved—from complete elimination to other modifications. At the Center for Creative Leadership we promote feedback as a GIFT and call it the SBI feedback model. The three key components of the model include: understanding and defining the situation, detailing the specific behaviours observed, and elucidating the impact of the individual’s actions. The framework offers flexibility in providing insightful, positive, or negative assistance, allowing both you and your people to progress toward a shared goal.

1. Situation

Offering guidance certainly benefits your team, but it also has the potential to introduce ambiguity into the work and create a transparent barrier that hinders communication. Without clear details, information with no context, including the omission of dates and times during feedback, can result in misunderstandings. Recording and communicating even the details that seem minuscule, like a missed calendar invite for a meeting, proves to be beneficial to curb and eventually eliminate that from happening, as it might come in handy when dealing with situations of uncertainty.

2. Behaviour

Often, our unconscious bias, such as initial interaction, gender bias, ageism, etc., stops us from looking at situations and people from an objective perspective. This limits our ability to see people for who they are, as the actuality of situations starts to get influenced by our perceptions and set beliefs. When we stick to factual information, discuss observable behaviour, and refrain from including personal opinions or judgments, we leave room for more open dialogue among our team members.

3. Impact

Every behaviour has an impact on the individual in question or the team around them. Such outcomes can be varied, especially when the team is diverse. Along with that, with obscure and missed details comes indecisiveness in receiving or giving feedback. It lacks personalisation when you need to communicate details. When you emphasise whether the impact was positive or negative, you employ a more nuanced approach to managing the employees, as it helps them grow and develop their skills in the right direction. While models like this one make a substantial contribution to employee growth, it is crucial to explore additional factors and conditions that enhance this development.

Other approaches that contribute to employee’s development

Effective mentoring programs and regular performance assessment sessions can provide personalised guidance and support for individual development. Additionally, it offers relevant training opportunities, workshops, and access to educational resources that empower people to acquire knowledge, contributing to their overall professional growth. When giving feedback, I try to ensure that I compassionately convey my views, maintaining a balance that upholds both the quality and effectiveness of the work without compromise.

It also goes beyond communicating the right and wrongs of their performance, as when provided with resources and tools, productivity levels significantly increase. “It’s important to have people in our lives who will give us honest, constructive feedback. This is the only way we can grow and become better.” - Bill Gates, Former CEO of Microsoft Your people turn to you for guidance; it is crucial to create a workspace characterised by psychological safety. This, in turn, leads to clearer and more effective communication, as employees feel less hesitant to express their opinions and views. But how can we make sure that the reception of feedback improves so an honest conversation can take place?

1. Specificity in communication: First and foremost is expressing the anticipated outcomes or expectations of the individual at the receiving end so mutual trust can be built. In addition to adhering to established Key Performance Indicators (KPIs), a provision for qualitative feedback should also be made available in the organization. Moreover, it’s essential to be attentive to non-verbal cues, as an employee might face challenges in communication owing to hierarchical disparities.
2. Going beyond coaching: It is imperative that organisations provide coaching and mentoring initiatives to cultivate the growth and development of their employees but that’s just the beginning. When we attempt to create optimal learning conditions that are accessible to people working either remotely or on-site we make ongoing and dedicated efforts that significantly contribute to the overall enhancement of both personal and professional capabilities. This holistic approach ensures an atmosphere for continuous growth within the organisation.
3. Defining development dynamics: When working towards collective growth, the organization’s goals must align with those of its employees; a shared purpose cultivates a sense of belonging, fosters team harmony, and creates an environment conducive to seamless collaboration, ultimately facilitating the attainment of common objectives. The gap between the collective efforts and goals of the organisation can only be bridged by optimal use of feedback, as it promotes surroundings geared towards sustained growth. So, ensuring that all that is said translates into actionable steps leads us to move toward intentional progress.