Leadership feedback is an essential component of effective communication in Lean management, but Lean is not everything. On the other hand, giving feedback is one of the more important aspects of communication, without which Lean won’t fully function – it all adds up. Whether you are in management or a team member, you will be giving and receiving feedback. This is a natural course of things. Some people have a natural talent for doing this intuitively and do it excellently. However, often we have a problem with this, especially if the feedback is not entirely positive. Fortunately, there are ways to help practice this skill, and you can read about them in this post.
What is Feedback?
Working in larger companies, corporations, especially in international firms, you’ve surely heard the term Feedback. This English word stands for feedback. It is most often nothing other than providing current information to an employee about his or her work. As you can guess, it can be positive or negative. The latter often causes us sleepless nights. How do you provide negative feedback without offending anyone and, more importantly, ensure it is effective?
Important Principles for Giving Negative Feedback in Leadership
Here are some important rules that I’ve tried to adhere to when giving negative feedback, which have proven effective. Maybe they can help you too. There are also well-described techniques that help train the giving of feedback. I recommend FUKO.
Leadership Feedback in Organizational Culture
For example: “I’m sorry that you were late returning from breaks seven times this week. Your colleagues had to wait for you to start the cycle, I count on this not happening again.” When preparing to give feedback, you can write down what you want to say according to the above scheme. It will surely be easier for us and we will be sure that we have conveyed everything that should have been conveyed.
We’re Only Human
What drives effective feedback? So, what’s it all about? Feedback in an organization is important for building its culture. Remember, it’s not just negative feedback that matters. Positive feedback is equally important, it builds team morale and makes people feel appreciated for their efforts. As an employee, I want to know if what I’m doing, I’m doing well, or if I could improve or change something. Well-delivered feedback helps with development, and that’s what we should keep in mind when giving it. In a study conducted by Randstad in April 2019, 69% of respondents believed that feedback affects the quality of their work and knowledge of what to focus on, and what to improve. 72% said that feedback motivates them to continue working. Giving feedback is about Leadership. You need to be prepared to give critical and constructive feedback.
Leadership and Feedback – Takeaways
Leadership and feedback are intricately connected aspects of effective communication and management within an organization. Feedback serves as a vital tool for leaders to guide and empower their teams, fostering continuous improvement and growth.
Feedback as a Leadership Tool
Effective leaders recognize the significance of providing constructive feedback to their team members. It serves as a means to clarify expectations, acknowledge strengths, identify areas for improvement, and align individuals with organizational goals.
A Balancing Act
Providing feedback is not solely about pointing out areas for improvement; it also involves recognizing and reinforcing positive behaviors and achievements. Effective leaders strike a balance between constructive criticism and positive reinforcement to motivate and develop their teams.
Open and Transparent Communication
Leaders should create an environment where open and transparent communication is encouraged. Team members should feel comfortable sharing their thoughts and concerns, knowing that their feedback will be valued and considered.
Feedback is not a one-time event but an ongoing process. Leaders should engage in regular feedback sessions, allowing for the adaptation and refinement of strategies and goals over time.
Giving and receiving feedback is a skill that can be cultivated. Leaders should invest in training and development programs to enhance their feedback delivery and reception abilities, promoting more effective communication within their teams.
Leaders should approach providing constructive criticism with empathy and a focus on solutions. It’s not about assigning blame but finding ways to collaboratively address challenges and improve performance.
Feedback as a Learning Opportunity
Both leaders and team members should view feedback as a learning opportunity. Embracing feedback, whether positive or negative, can lead to personal and professional growth.
My name is Magdalena and I have been involved in production since 2010. I started as an Operator, and then developed as a Foreman, Production Planner, and I finally ended up in Lean. In the meantime, I graduated from the Faculty of Management with the specialization of Business Psychology. I did it relatively late, because I focused on practical knowledge, which directed me to this particular field of study. Currently, I am still mainly a Practitioner who is closely related to Lean, process management, as well as the building and managing of teams. I also run workshops and consultations concerning this subject, which is my great passion. As a lady in Lean, I want to show you Lean and Management from a slightly different perspective - lights and shadows, as well as fantastic and absurd features. However, no matter how you look at it, it is, above all, a fascinating path to perfection, which I hope you would like to take with me.