“I think it’s very important to have a feedback loop, where you’re constantly thinking about what you’ve done and how you could be doing it better.” Elon Musk, CEO of SpaceX and Tesla, Inc.:
how to do team feedback reviews?
This is the number one exercise to give great feedback to the team:
Source: Patrick Lencioni’s podcast. You can read more about it here.
The disadvantages of 360 degres, how it erodes trust
– It means that people get in habit of giving feedback once per year behind backs
– Recency bias – people focus on what happened the week before the meeting
– It’s a negative experience
– It causes greater distrust in the team
How to do it better? The team effectiveness exercises
– Do it in team meetings, quarterly
– Takes 2 minutes
– Do it together in a group, say it to their face.
– Start with the leader, everyone has to say 1 thing that’s great about that person – praise them
– Then the leader is asked – what do they think – which can be emotional. Then he is ready to receive the negative and constructive stuff. The leader is ready to accept the feedback. It felt good.
– Everyone has to say one area they can improve
– It goes round everyone else
– Everyone feels closer and it promotes more trust
How it works:
Team feedback reviews are crucial for fostering growth, trust, and efficiency within a team. However, the traditional method of conducting 360-degree reviews has been criticized for various reasons, including its potential to erode trust among team members. Patrick Lencioni, a renowned author and speaker on leadership and organizational health, offers an alternative approach known as the “Team Effectiveness Exercise” in his podcast “360 Degrees of Separation.” Here’s a breakdown of how to conduct team feedback reviews effectively, as recommended by Lencioni:
Quotes about Feedback
- Bill Gates, Co-founder of Microsoft:
- “We all need people who will give us feedback. That’s how we improve.”
- Ken Blanchard, Author and Management Expert:
- “Feedback is the breakfast of champions.”
- Sheryl Sandberg, COO of Facebook:
- “Try to seek out and appreciate the candid feedback. That’s how we get better.”
- Elon Musk, CEO of SpaceX and Tesla, Inc.:
- “I think it’s very important to have a feedback loop, where you’re constantly thinking about what you’ve done and how you could be doing it better.”
- Ray Dalio, Founder of Bridgewater Associates:
- “The most important thing is that you have an accurate and deep understanding of what’s true, and that can only come from people telling you what they really think.”
- Steve Jobs, Co-founder of Apple Inc.:
- “My model for business is The Beatles. They were four guys who kept each other’s negative tendencies in check. They balanced each other, and the total was greater than the sum of the parts. That’s how I see business: great things in business are never done by one person, they’re done by a team of people.”
- Indra Nooyi, Former CEO of PepsiCo:
- “If you don’t give people feedback, they invent their own.”
- Ed Catmull, Co-founder of Pixar Animation Studios:
- “You are not your idea, and if you identify too closely with your ideas, you will take offense when they are challenged.”
- Richard Branson, Founder of Virgin Group:
- “Feedback is a gift. Treat it that way and you will find your journey a much more enjoyable and fulfilling one.”
- Carol S. Dweck, Psychologist and Author:
- “Feedback is an opportunity to learn and grow, not a personal attack.”
Disadvantages of 360-Degree Feedback
- Annual Feedback Cycle: Encourages a culture of giving feedback only once a year, often behind each other’s backs.
- Recency Bias: Feedback tends to focus on the most recent events, ignoring the broader scope of performance and behavior.
- Negative Experience: Often perceived as a negative process, it can lead to feelings of anxiety and defensiveness.
- Distrust: Can result in increased distrust within the team, as feedback is not given openly or in real-time.
Team Effectiveness Exercise: An Alternative Approach
Quarterly Team Meetings
- Frequency: Conduct the exercise quarterly during team meetings, ensuring feedback is timely and relevant.
Open and Face-to-Face Feedback
- Process: The exercise is done openly, with team members providing feedback face-to-face, fostering a culture of transparency and trust.
Starting with Positive Feedback
- Praising: Begin with everyone in the meeting praising the leader for one positive attribute or achievement. This sets a constructive tone and opens the leader to receiving feedback.
- Self-Reflection: After receiving praise, the leader reflects on their strengths and acknowledges the feedback, which can be an emotional experience but also prepares them for constructive criticism.
Constructive Feedback
- Areas for Improvement: Following the positive feedback, each team member suggests one area for improvement, ensuring the feedback is balanced and aimed at growth.
- Round-Robin: This process is then repeated for each team member, not just the leader, ensuring everyone receives balanced feedback.
Benefits
- Trust and Closeness: The exercise promotes trust and closeness among team members, as feedback is given openly and constructively.
- Continuous Improvement: Facilitates a culture of continuous improvement and personal development.
- Team Cohesion: Strengthens team cohesion by ensuring all members are aligned in their perceptions and expectations.
Implementing the Team Effectiveness Exercise
- Prepare the Team: Brief the team on the process and its objectives to ensure everyone understands the value and approach of giving constructive feedback.
- Facilitate Openly: Ensure the session is facilitated in a manner that encourages openness, respect, and constructive dialogue.
- Focus on Growth: Emphasize that the goal is personal and team growth, not criticism.
- Follow Up: After the meeting, encourage team members to follow up on the feedback received, setting goals for improvement.
This method, advocated by Patrick Lencioni, shifts the focus from annual, often negative feedback cycles to a more constructive, ongoing dialogue that builds trust and enhances team effectiveness. By implementing these practices, leaders can foster a more open, trustful, and high-performing team environment.
10 Steps to Give Effective Feedback
Giving feedback effectively is crucial for fostering growth, encouraging improvement, and maintaining healthy relationships in both personal and professional settings. Here are 10 steps to ensure your feedback is constructive and well-received:
- Prepare Your Thoughts: Before giving feedback, take the time to prepare what you want to say. Be clear about the purpose of your feedback and what you hope to achieve by giving it.
- Choose the Right Time and Place: Feedback should be given at an appropriate time and in a private setting. Avoid giving feedback when the recipient is stressed or in front of others, which could cause embarrassment or defensiveness.
- Start with Positive Comments: Begin by highlighting what the person does well. This helps create a positive atmosphere and makes the recipient more receptive to constructive criticism.
- Be Specific and Objective: Instead of making general statements, pinpoint specific behaviors or instances. Use objective language and avoid personal attacks or generalizations.
- Focus on the Behavior, Not the Person: Make it clear that your feedback is about the behavior or performance and not about the person’s character. This helps prevent the recipient from feeling personally attacked.
- Use “I” Statements: Express feedback from your perspective to avoid sounding accusatory. For example, “I noticed…” or “I feel…” statements can make the feedback feel less confrontational.
- Provide Suggestions for Improvement: Offer constructive suggestions on how the behavior or performance can be improved. Be practical and supportive in your recommendations.
- Encourage Dialogue: Feedback should be a two-way conversation. Give the recipient a chance to respond to your feedback, share their perspective, and ask questions.
- Express Confidence: Show confidence in the recipient’s ability to improve. Let them know you believe in their potential and are offering feedback to support their growth.
- Follow Up: Offer to revisit the feedback after some time has passed to discuss progress and any further support needed. This shows your ongoing commitment to their development.
By following these steps, you can ensure that your feedback is constructive, supportive, and effective in promoting positive changes. Remember, the goal of feedback is not to criticize, but to help the person grow and improve.
Another Perspective from Leila Hormozi
One of the ideas from Leila Hormozi is about how she gives feedback when someone is underperforming.
Hey, this, and this happened, state the facts. “What do you think about it?
- Start with an open mind
- Understand how they think about it. So you can see the full picture
- Have positive intent. Assume the positive.
You can learn more and watch the video here.
