The Role Of Feedback In Goal Setting

69% of employees want better feedback. But 85% of leaders don’t know how to give it. Most feedback doesn’t stick. It’s either too vague or too focused on the negative. The GROW model lets you give specific & actionable advice Here’s the breakdown: 1. Goal: - “What’s the outcome you want to achieve?” 2. Reality: - “Where are you now? What challenges are you facing?” 3. Options: - “What solutions can you explore? What have you tried?” 4. Way Forward: - “What’s your next step? How committed are you?” Understand better with an example: Robert’s goal is to improve his presentation skills. Here’s how a GROW feedback would look: 1. Goal: “What’s the ideal outcome for your presentation?” - “I want to be more confident and engage the audience.” 2. Reality: “How do you feel about your current skills?” - “I tend to read from my notes and lose eye contact.” 3. Options: “What could you try to improve?” - “I could practice more, use bullet points, & record myself.” 4. Way Forward: “What’s your next step?” - “I’ll rehearse twice a week & get feedback from a friend.” ⇢ The conversation builds confidence and accountability. ⇢ It moves from abstract criticism to practical steps. ⇢ Robert leaves with ownership of his next steps.

Employee feedback is broken. Here's your blueprint for conversations that count: Only 14% of companies conduct reviews more than once a year. It's time to shift towards more frequent performance feedback. Here's how to make it happen: 🔄 Implement Continuous Feedback: • Move away from annual reviews • Adopt monthly or quarterly check-ins • Use digital tools for real-time feedback 📊 Leverage Data-Driven Insights: • Track key performance metrics consistently • Use AI-powered analytics for personalized insights • Share data transparently with employees 🗣️ Encourage Two-Way Communication: • Train managers in active listening • Create safe spaces for honest dialogue • Act on employee suggestions visibly 🎯 Set Clear, Evolving Goals: • Align individual objectives with company vision • Adjust goals as priorities shift • Celebrate milestones and progress 🧠 Focus on Growth Mindset: • Frame feedback as opportunity for improvement • Provide resources for skill development • Recognize effort and learning, not just results 👥 Peer-to-Peer Recognition: • Implement a digital kudos system • Encourage cross-departmental feedback • Highlight collaborative successes 📈 Measure Feedback Effectiveness: • Survey employees on feedback quality • Track changes in performance post-feedback • Adjust your approach based on results These strategies aren't just about better feedback. They're about building a culture of continuous improvement. By making every conversation count, you're not only boosting performance. You're nurturing a more engaged, responsive, and dynamic team.

Most people think all feedback has value, that every critique and comment will shape us into better leaders. But here’s the truth: Not all feedback carries the same weight. This doesn’t mean we disregard challenging input; rather, we learn to discern feedback that aligns with our goals, our values, and our aspirations. When I look back, I wish someone had told me that mastering this art isn’t about absorbing everything—it's about developing a strategic filter. Here's how to start refining that filter: Evaluate the Source: Before weighing feedback, examine the credibility and expertise of the person offering it. Not all perspectives hold equal insight for your journey; focus on those from people who understand your role, goals, and values deeply. Identify Patterns, Not One-Offs: Rather than reacting to one-off comments, identify recurring themes across sources. These patterns are what often reveal real areas for growth and development. Align with Your Goals: Filter advice through your career vision. Not all suggestions are aligned with where you're headed, and discerning what fits ensures you stay on course with purpose. Remember, feedback is only as powerful as our ability to discern its true value. When you master that, you’re no longer just reacting to others—you’re setting a course aligned with your highest potential.

Relying solely on performance reviews to drive employee behavior change is misguided. Real growth comes from future-focused, frequent, and values-driven feedback. Tanya, a health-tech startup cofounder, discovered this when traditional reviews failed to prompt change in her head of engineering. By setting specific future goals, linking feedback to what Henry valued, and providing regular, balanced feedback, she saw real improvement. For managers, it's about shifting from annual reviews to ongoing, supportive communication. This approach not only enhances performance but also fosters a more engaged and motivated team. Fast Company https://lnkd.in/g7X4gQra

𝗛𝗼𝘄 𝗧𝗼 𝗘𝗻𝘀𝘂𝗿𝗲 𝗧𝗵𝗮𝘁 𝗬𝗼𝘂𝗿 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗚𝗼𝗮𝗹𝘀 𝗥𝗲𝘀𝘂𝗹𝘁 𝗜𝗻 𝗗𝗲𝘀𝗶𝗿𝗲𝗱 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿 𝗖𝗵𝗮𝗻𝗴𝗲 - Setting a development goal is easy; achieving that goal is hard. The primary challenge employees face with development is turning new knowledge and skills into successful habits during the speed and complexity of their busy workday. The 𝐀𝐩𝐩𝐥𝐢𝐞𝐝 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐂𝐲𝐜𝐥𝐞 provides a proven roadmap for accelerating learning and the development of desired new behaviors. 𝟭) 𝗠𝗘𝗔𝗡𝗜𝗡𝗚𝗙𝗨𝗟 𝗚𝗢𝗔𝗟 Setting a meaningful growth goal provides the benefits of clarity, focus, motivation, and accountability. A goal acts as a magnet for maximizing your effort to achieve an intended behavior change.   𝟮) 𝗣𝗥𝗔𝗖𝗧𝗜𝗖𝗘 As adults, most of our most important lessons were not acquired through participating in a training program; our most impactful lessons, growth, and learning come to us through experience. This is why you must be willing to practice integrating new knowledge, skills, and behaviors if you want to continuously evolve and learn.   𝟯) 𝗙𝗘𝗘𝗗𝗕𝗔𝗖𝗞 Receiving honest feedback helps you address blind spots and evolve your behaviors in pursuit of achieving your desired goal. For you to truly receive honest feedback, they must be deliberate about creating a safe environment by actively giving permission and expressing openness and desire to receive feedback.   𝟰) 𝗥𝗘𝗙𝗟𝗘𝗖𝗧 Research shows that a regular practice of reflection increases your capacity to demonstrate emotional intelligence, social skills, and learning agility. Rolfe et al.’s (2001) reflective model is one of the simplest reflective models because it centers around asking these three simple questions:   WHAT? • What was the opportunity or challenge? • What happened? • What did I notice (five senses)?   SO WHAT? • So what worked or did not? • So what was confirmed? • So what do I still not know?   NOW WHAT? • Now what actions will I do differently or the same next time? • Now what is the best way for me to move forward from this experience? • Now what are my goals moving forward?   The 𝐀𝐩𝐩𝐥𝐢𝐞𝐝 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐂𝐲𝐜𝐥𝐞 provides a roadmap for how we can continually adapt, grow, and evolve. Do you agree? Share your COMMENTS below. ⬇️ 𝗛𝗶𝘁 𝘁𝗵𝗲 🔔 𝗼𝗻 𝗺𝘆 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝘁𝗼 𝗯𝗲 𝗻𝗼𝘁𝗶𝗳𝗶𝗲𝗱 𝘄𝗵𝗲𝗻 𝗜 𝗽𝗼𝘀𝘁 | Tony Gambill Subscribe to my ↗️ 𝐂𝐥𝐞𝐚𝐫𝐕𝐢𝐞𝐰 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 ↗️, LinkedIn newsletter to join 28,884 others who receive biweekly practical tips for Self-Leadership and Leading Others: https://lnkd.in/dYRwgY96    #leadership #management #careers #humanresources