Encouraging Team Feedback To Improve Dynamics

I once had a team of insecure overachiever analysts. They were introverts, brilliant at their work, and incredibly nice people. Too nice, as it turned out. They were so nice that they wouldn't tell each other what was really going on. Instead, they'd come to me: "So-and-so is doing this thing that's really annoying. Can you do something about it?" I got sick of everyone putting me in the middle instead of taking ownership of their issues with each other. So I did something about it. I brought in trainers from the Center for Creative Leadership to teach everyone the Situation-Behavior-Impact (SBI) model (link in comments). The process was simple but powerful: 1. Describe the situation so everyone's on the same page. 2. Share the specific behavior you observed (no judgments about intent). 3. Explain the impact on you or the other people in the room. We started with positive feedback to create safety. We practiced saying things like, “When you walked into that meeting with a big smile, the impact was that it put everyone at ease." Everyone started spotlighting the good that was happening, and that encouraged more thoughtful interactions. Then, we practiced constructive feedback—harder, but even more important. The impact was almost immediate. Soon, I heard people asking each other, "Hey, can I give you an SBI?" The framework made it safe. More importantly, we came to give and receive feedback for the gift that it is. That ability to give and receive honest, thoughtful feedback is the foundation of every healthy team culture. But it's a skill we rarely train for. I’m curious: What frameworks have you used in your organizations to create a culture of feedback?

Most leaders say they want feedback. But few make it safe to give. And fewer still invite it. Here's what I've seen time and again: The best feedback isn’t given. It’s invited. It's not about a one-time form or annual reviews. It's about leading with consistent curiosity. Because feedback doesn’t flow from fear. It flows from trust. As the leader, you're the only one who can make it safe. How? Try this with your team: 1️⃣ Own your misses. → Name what you could have done better. → It signals to your team that you want to grow. 2️⃣ Ask better questions. → Don't just ask, “Is there any feedback?” → Ask, “What’s hard to say that I need to hear?” 3️⃣ Show that it matters. → Action is how you honor input. → Make feedback feel fruitful, not forgotten. 4️⃣ Reward the risk. → Feedback takes courage. → Show appreciation for what's hard to say. Your team knows your blind spots. They just don’t know if it’s safe to name them. Lead the way. Make feedback normal. Make growth mutual. What’s helped you normalize feedback with your team? ♻️ Repost to inspire more cultures of safety and growth. For more:  🔔 Follow me, Paul DiCicco.  ✉️ Try the Lead Well, Live Well Newsletter: https://lnkd.in/e-8fvs8d

If you’re not getting feedback from your team, you’re probably missing the most important things. In my book, I wrote: “Start by asking for criticism, not by giving it. Don’t dish it out before you show you can take it.” As a boss, your authority changes what people are willing to say to you. Even if you don’t see yourself as intimidating, your role often is. That’s why building a culture of candor starts with you. Here are 3 ways to make it safer for your team to challenge you directly: 1. Ask before you give. I’ve learned to rely on questions like: “What’s one thing I could do - or stop doing - to make it easier to work with me?” Then, pause. Let the silence do the work. 2. Don’t get defensive. Listen to understand, not to reply. Feedback can feel uncomfortable - but that discomfort is where growth begins. 3. Reward the candor. Say thank you. Act on what you heard. Show your team it’s worth the risk to be honest with you. Because when people feel safe to speak up, everyone does better work - and you become a better leader. What’s one piece of feedback that changed the way you lead? :)