How to Create Feedback Systems

As many Northeast charters begin summer PD, I've been sharing Summer PD tips I wish I knew earlier (though these really apply to any professional development, they'll have an even bigger impact during Summer PD.) One of my biggest learnings? If you want a culture of feedback, the first step is to have short and sweet surveys (daily for summer PD, weekly thereafter). Most leaders do this. To ensure the survey truly builds a culture of feedback and continuous improvement, I've learned three things: ✅ Ask focused questions. Simply, we get the data that we ask for. Ask both about the content and the general format of PD. For content, a few questions can be: What is one practice you are excited to try?; What is one thing you remain unclear on? What is one thing you know you will need further support on? For format, a simple Keep-Start-Stop can be super helpful. ✅ Review the data with your leadership team- This will allow you to process the feedback, add any additional color based on observations, and design a game plan. This can include differentiating groups, shifting a summer PD schedule or changing up future case studies and role plays to better address where the team is at. During the year, it will help you focus your observations. ✅ Respond to the feedback-It's not enough to make changes to the day based on the feedback. If you are giving people surveys, you must discuss the trends you saw and address these so that folks know they are being heard. Articulate how you are shifting things or if you can't, address where concerns or confusions will be addressed. When folks hear how their feedback is being heard they are more likely to be honest in the future. For concerns or feedback that only 1 or 2 folks have? Follow up individually. The time invested early on will pay dividends later. I know these tips don't only apply to school leaders, though Summer PD is definitely top of my mind. What are your tips and 1% solutions in building a culture of feedback and continuous improvement?

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.  

If you're worried giving constructive feedback to a direct report will damage the relationship, this process is for you: 1 // Set the expectation that feedback will be an ongoing initiative Tell the team you care about their growth and development. Beginning this quarter, you will provide them with quarterly feedback. 2 // Set the goal posts You may be thinking to yourself, “We’re in Q4. I don’t have time to set up a performance plan!” I get that! But there’s no time like the present to take your team to the next level. Tell them that you will set 1:1 meetings with them. They will tell you what they'll accomplish by the end of the quarter. 3 // Check in on progress with 1:1s Schedule 1:1s with your team every 1-2 weeks. Don't cancel or postpone them. Ask them how they are doing on achieving their goals. These meetings will increase the odds of success by refocusing the team on their goals. Don't be afraid to ask a question like: "what will you achieve by our next meeting?" or "you said you would call the customer by yesterday, why didn't you?" 4 // Keep notes on progress After your 1:1 meetings, record a few simple, specific comments in a Word doc, Apple Notes, etc. Make a file per individual. After every meeting, add a new line for the date, and a few bullet points. 5 // Conduct the quarterly feedback session Here are the questions: - "How did the quarter go?" - " Let's review the outcomes for each of your goals. Walk me through the results." - "I'd like to share some specific feedback based on what I've observed over the quarter." Feedback needs to be specific. Use the file for positive and constructive feedback. - "What help do you need from me?" This process has been a game-changer for me.

Most managers are bad at a critical part of their job... b/c most probably don't think it's their job. 𝐂𝐚𝐫𝐞𝐞𝐫 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭! It's something I frequently think about. And I hope anyone who has ever worked for me feels this. Here are some of the things I do to help develop my team. 𝐖𝐞𝐥𝐜𝐨𝐦𝐞 𝐒𝐮𝐫𝐯𝐞𝐲 When someone joins the team, I send a Welcome Survey that covers work styles, professional development & personal interests. Questions include:  – What impact do you want to have at Crosschq? – What are you most excited to learn in your new role? – What are your career goals in the next 5 to 10 years? – List 3-5 professional skills that you'd like to develop in the next year. – What would make this job especially meaningful and enjoyable? DM me for my full survey. 𝐐𝐮𝐚𝐫𝐭𝐞𝐫𝐥𝐲 𝐂𝐡𝐞𝐜𝐤-𝐈𝐧𝐬 Different than a weekly 1:1, in this meeting, we take a step back to assess how things are going. I'll often pull up the welcome survey to guide the conversation, but it's a chance to ensure:  – They are getting what they need out of the job – The company is getting what it needs from them I'm asking questions like:  – Do you know what is expected of you? – Do you have what you need to be successful?  – Do you feel like your work is having an impact?  – Are you enjoying your work and the people you work with?  – Do you feel like you have the opportunity to do your best work? Then, we spend a chunk of time on career pathing so they know what’s needed to move to the next level. 𝐑𝐞𝐯𝐢𝐞𝐰𝐬 𝐚𝐧𝐝 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 Any good manager knows they must give frequent feedback, but there's still value in more formal performance reviews. Feedback is something I try to weave into the culture by training my team on how to give & receive feedback. Personally, it's something I'm still working on. 𝐂𝐮𝐥𝐭𝐢𝐯𝐚𝐭𝐞 𝐚 𝐠𝐫𝐨𝐰𝐭𝐡 𝐦𝐢𝐧𝐝𝐬𝐞𝐭 One of the most important things a leader must do is intentionally create their team culture. I believe this is separate (but strongly aligned with) the company culture. The best way to do that: values & operating principles. One of the core principles I always set is continuous learning and a growth mindset. Other things I think about for good career development: 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 Open comm ensures everyone feels comfortable discussing their aspirations, concerns & feedback. 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧 Involve other stakeholders/depts to ensure that development plans are holistic and integrated into the broader org strategy. 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐞𝐝 Eveyrone is unique. Personalize the plan to suit their specific needs & aspirations. 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 Be open about the business's needs and how they align with individual growth paths, so expectations are clear on both sides. 𝐄𝐦𝐩𝐨𝐰𝐞𝐫𝐦𝐞𝐧𝐭 Allow everyone the autonomy to make decisions regarding their career path, providing guidance and support as needed. What would you add? 

I have this amazing opportunity to lead retreats for a variety of teams at our organization. Many of these events lead to long-term partnerships. Continuous improvement is essential to continue to create value so I build feedback into the end of each session. Through this feedback, I’m looking for four main things: 💡 What did you learn? 😁 What did you like? ⤴ What do you wish we had more of? ⤵ What do you wish we had less of? It’s not always easy to hear feedback, especially when it leans on the side of things you could do better. But it’s so valuable to the overall experience of others (not to mention my personal growth). Now I know what to keep doing and what to adjust to create a stronger, more lasting experience for others in the future. Do you regularly ask for feedback? Is it built into your 1:1s, meetings, and presentations? If not I encourage you to build this habit into these interactions. Here are some questions I’ve found helpful in sparking great feedback (just asking "Do you have any feedback for me?" often leads to a deer-in-headlights look from others): ➕ What am I doing that’s working for you? Where did I miss the mark? 🤝 Where did you feel most supported by me? Where did you feel least supported by me? 👍 Is there anything I was missing in that conversation? Anything that was helpful? 🎁 What's one thing you appreciated about the presentation? What's one thing you recommend I change? After receiving the feedback, show your appreciation for their honesty. Then continue to circle back with them on changes you've made along the way. This creates a great foundation for continuous feedback in the future. What questions have you found helpful in collecting feedback from others? #feedbackculture #feedback #continuouslearning #continuousimprovement #growthmindset #learningjourney #leadershipdevelopment #culture #receivingfeedback

Collecting feedback is a catalyst for your growth📈 I must confess I'm feedback-obsessed. Every time I conduct a workshop, run a personal consultation, or finish the last lesson of the course with my students, I ask for feedback. A well structured request for a feedback provides a valuable insight on: 🟣 How your product looks and feels like from your audience's perspective. 🟣 The most engaging topics/aspects. 🟣 What insights people gained and how they plan to implement them. 🟣 The most helpful aspects and skills people acquired. 🟣 Areas for future improvements. 🟣 Ideas and suggestions how to make it even better. So, how to shape a feedback request for insightful analysis? Here are my tips: 🟣 Start by defining metrics for opinions. What exactly do you like to know? 🟣 Combine quantitative and qualitative questions. 🟣 Use 360-gree questions 🟣 Encourage a focus on personal progress, comparing before/after. 🟣 Group questions by meaning. 🟣 Ask people to be honest. 🟣 Provide context at the beginning of the questionnaire why and how this feedback is important to you. 🟣 Ensure a space for free-form comments for people to write about whatever they want after they answered your questions. What is your secrets about feedback? How you are handling it?