Your team is struggling with feedback. How can you ensure it's both constructive and well-received?

In my experience, the best way to change a behavior in a team is to model the behavior that you want too see in your team - First. How? By inviting feedback and modeling change based on what you received. From Clay Scroggins the simple question is, “If you were me, what would you do differently?” Future focused. Open-ended. Build a practice - then a culture where improving through feedback is the norm.

Address specific actions or behaviors rather than personal traits. Use the "sandwich" approach—start with positive feedback, then discuss areas for improvement, and end on a positive note. Approach feedback with an open mind, avoiding defensiveness. Listen carefully to understand the message being conveyed. Create a culture where feedback is seen as a positive tool for growth rather than criticism. Organize workshops or seminars on communication and feedback skills. Lead by example, demonstrating how to give and receive feedback constructively. Recognize and celebrate improvements and successes resulting from feedback.

To effectively navigate the complexities of giving and receiving feedback, it's important to start by clarifying your intentions and framing feedback as an opportunity for growth rather than criticism. Provide specific, actionable examples to ensure that your points are clear and understandable. Encourage an open dialogue by inviting the recipient to share their perspective, fostering a collaborative problem-solving approach. Additionally, follow up on the feedback to track progress and offer further support if needed. Creating a culture where feedback is seen as a tool for development helps in making it constructive and well-received.

To make feedback both constructive and well-received, start with empathy. Approach each conversation with a genuine intention to help, not criticize. Use specific examples to highlight areas for improvement and frame your feedback within a context that shows how it benefits the individual and the team. Encourage open dialogue by inviting questions and offering support for growth. Balancing honesty with encouragement fosters trust and makes it easier for team members to embrace and act on the feedback.

To ensure feedback is constructive and well-received, I focus on creating a culture of openness and mutual respect. I encourage regular, two-way communication where feedback is expected and seen as a tool for growth rather than criticism. When giving feedback, I make it specific, actionable, and focused on behaviors rather than personal traits. I also balance it with positive reinforcement, highlighting strengths along with areas for improvement. Ensuring the timing is appropriate and maintaining empathy in delivery helps the team feel supported and more receptive to making adjustments.