Feedback is a G.I.F.T (Good Intention Feedback Technique)

Proper impactful feedback conversations do three things:

1. Always come from a good place and start with openness and humility.

2. Have positive intent, with the focus being on helping the receiver grow and develop, rather than to showing them they were wrong, or making them feel bad.

3. Invite the receiver into the problem-solving process and be part of the solution.

Giving developmental feedback that sparks growth is a critical challenge to master, because it can make the difference between a team member who contributes powerfully and positively to the organization and one who feels diminished by the organization and contributes far less.

"Honesty is a very expensive gift; just don't expect it from cheap people." – Warren Buffet

Providing effective feedback is a complex practice that requires skill, empathy, and practice.

But did you know that to become better at giving feedback, you must first become a better receiver?

If done right, feedback can become a powerful gift for both people and the business, increasing engagement, collaboration, and the bottom line. So, take the time to learn how to receive feedback effectively. It's an important step in becoming a skilled feedback giver.

Remember, effective feedback is a two-way street.

Encouraging people to request feedback rather than give feedback is the most effective way to turn feedback into a gift.

1. Start by building a two-way street. Feedback is a crucial component of professional growth, but it's important to remember that it's a two-way street. Giving feedback is important, but it's equally important to ask for it. When we ask for feedback, we create a culture of open communication and make it easier for others to request feedback in return. Unfortunately, many organizations focus solely on coaching managers on how to give better feedback. This leaves little room for managers to act as receivers and can lead to a lack of growth and development. Let's make sure to emphasize the importance of both giving and receiving feedback to create a thriving work environment.

2. Stop trying to fix people. Feedback becomes a gift when it promotes learning and growth rather than trying to fix the person. Performance reviews are often viewed as a necessary evil, but it turns out they may be more evil than necessary. Recent studies show that 75% of the review process focuses on talking about the employee rather than talking to them. This is because managers tend to believe they have all the answers and are quick to jump into "fixing mode." However, feedback should be about more than just telling people what to do. It should encourage individuals to think for themselves and consider new ideas. Feedback is just one person's perspective, not the ultimate truth. Instead of using "you" statements, try expressing your feedback in "I" terms. This approach shifts the focus from what the employee is doing wrong to how you can help them experiment with new approaches.

3. The best feedback is compassionate, not judgmental. It's an act of compassionate empathy that requires more than just walking in someone else's shoes. To thrive both at giving and receiving feedback, people need your help to resolve their problems. Remember that feedback is not just about pointing out mistakes; it's also about providing solutions and constructive criticism. Let's continue to support and empower each other through feedback.

Do you give and receive feedback as a GIFT?