Navigating Feedback Loops With Colleagues

Being smart doesn't matter if people don't like collaborating with you. In my commitment to continuous improvement, I value constructive feedback. As part of this process, I regularly posed four questions to my colleagues to enhance our working relationships. How did I use these? - Approximately every six months, I reach out to team members with the four questions listed below. I express that responses are entirely voluntary, with no set timeframe for replies. - Recognizing that not everyone may be comfortable providing direct feedback, I offer an alternative option. Team members can share their thoughts with my manager, who can then incorporate the feedback into a performance review or discuss it anonymously during our 1x1. - I use a spreadsheet to organize the insights. Each question gets its own column, and I fill in the rows with the feedback I get. This enables me to identify recurring themes, helping us focus on areas that contribute positively or require adjustment. The outcomes of this feedback loop have been instrumental in shaping my working relationships but also come through in my performance reviews: 🌟 2023 “Phyllis’ greatest strength is her constant drive to make things better – the product, processes, and relationships with those around her. Phyllis is always open to asking for feedback and incorporating the feedback quickly.” 🌟 2022 “A very consistent theme in your peer feedback is your constant focus on seeking feedback and improving upon it.” 🌟 2021 “You continue to be a culture add to the team and care about making the team better through sharing information, feedback, and creating an environment where everyone feels welcome.” The four questions I asked are: 1. What are things I’ve done that you’ve found helpful? 2. What are things I’ve done that you’ve found frustrating or confusing? 3. What do I need to know about you or how you work that could help our working relationship? 4. What are some challenges you’re facing at the moment? Please let me know: how do you navigate the world of peer feedback? Share your wisdom or give it a shot and let me know how it goes! I’m sure those around you will appreciate it.

This week's "Boon mirror" chatgpt prompt: "If my colleagues had to describe my strengths and blind spots in one sentence, what would they say?" Then follow up with: "What would I want them to say instead—and what specific changes would close that gap?" Here's mine: Current perception: “Alex is a visionary leader who thrives on bold, strategic thinking and pushing boundaries, but his relentless drive for improvement can sometimes lead to setting an unrelenting pace or expecting the same level of intensity from others.” Desired perception: "Alex is a visionary who drives strategic growth while creating an environment where the team feels empowered, supported, and able to execute at a high level without burnout." The Gap: • Pace & Expectation Management: Your intensity and high standards are a core strength, but ensuring others can sustain that level without feeling overwhelmed is key. • Empowerment vs. Direct Involvement: Shifting from “driving everything” to “guiding and enabling” might help the team feel more ownership while maintaining high standards. • Coaching & Recognition: Making space for more structured coaching moments and celebrating progress (even when things aren’t perfect) can reinforce momentum without pressure. Actionable Changes: 1. Calibrate expectations: Set ambitious goals, but balance them with clear priorities—what’s mission-critical vs. what can evolve over time. 2. Delegate with trust: Ensure the team has autonomy and frameworks to make high-quality decisions without you having to push every step. 3. Feedback loop: Create more structured ways to get candid feedback on what’s energizing vs. what’s exhausting for the team.Already thinking about ways I can incorporate some of these changes. Already thinking about how to put these into action. This is gold for me, personally. What would your colleagues say about you? More importantly, what would you WANT them to say?

Are you afraid to ask for feedback because you're worried about what others might say or the potential blow to your pride? You're not alone. Many of us avoid feedback because it can feel uncomfortable. But here's the truth: Feedback is fuel for growth. As I've worked with countless engineers and leaders, I've noticed one common theme—feedback loops are often weak or nonexistent. But if you're serious about growing intentionally in your career, receiving feedback is essential. Here are 4 ways to receive more impactful feedback: 1️⃣ Ask Better Questions Instead of asking, "Do you have any feedback for me?" try asking, "What's one thing I could have done better in this project/meeting?" Being specific will help you get more valuable insights. 2️⃣ Ask the Right People Not everyone is equipped to give constructive feedback. Seek out those who can be honest with you and have your best interests at heart—whether it's your boss, colleagues, or trusted friends. 3️⃣ Listen Without Defending When receiving feedback, resist the urge to defend yourself. Instead, approach it with curiosity. Even if you don’t agree with everything, understanding the feedback is the first step toward growth. 4️⃣ Follow Up Don’t just say "thanks" and move on. Check in later to see if you've made the improvements discussed. This shows that you're committed to growth and helps you continue to refine your approach. Feedback can be uncomfortable, but it’s a powerful accelerator for your development. Invite it in, embrace it, and let it help you grow intentionally.

From being a mom to my unsure first experiences with leadership to working in human resources onboard at Disney Cruise Line, I’ve learned how critical feedback is for maintaining relationships and cultivating growth. Which is why this is part of the series: Become an Aligned Leader in 2024 - Strategy 18 of 21: The Feedback Loop is a cornerstone of continuous improvement. Here are the 5 key steps that make it a game-changer: 1.     Provide Role Clarity: Clearly defining roles lays the foundation for success. When everyone understands their responsibilities, it creates a roadmap for achievement. 2.     Measure What Matters: Metrics guide progress. Focus on key performance indicators that align with goals, ensuring efforts are directed towards meaningful outcomes. 3.     Timely Feedback: Waiting for scheduled reviews is a thing of the past. Timely feedback, especially when veering off course, corrects the trajectory promptly, preventing detours. 4.     Recognize and Reinforce: Positive outcomes deserve recognition. Acknowledge achievements, big or small, to motivate and reinforce behaviors that contribute to success. 5.     Check for Understanding: Effective communication is a two-way street. Regularly check for understanding to ensure that messages are received and interpreted as intended. Repeat as needed, because effective feedback is an ongoing, organic process that adapts to the evolving needs of the people in your teams. But wait, there’s more! Here are some quick, but important bonus items: -         In the Flow, Not Stress: Timing matters. Avoid providing feedback when stressed, ensuring that the message is delivered constructively and received with an open mind. -         Document for Clarity and Growth: Documenting feedback provides clarity and serves as a roadmap for growth. It transforms insights into actionable steps, fostering development over time. -         Be a Mentor: Guide others through the Feedback Loop as a mentor, not a manager. Share experiences, provide constructive feedback, and inspire a culture of continuous improvement. Do you have any experiences with the feedback loop? What would you add to this list? Feel free to share in the comments below. Thank you so much for reading, and I’ll see you tomorrow for strategy #19! #leadershipdevelopment #feedback #feedbackloop #focusonwhatmatters #effectiveleadership #careergrowth #professionaldevelopment *** Follow me for more content on becoming an Aligned Leader and join our growing newsletter community “Align & Thrive” for tips and strategies on becoming the very best leader you can be.