ปรับมุมมอง เปลี่ยนความคิด ให้ไม่กลัวการ Feedback ในองค์กร | Mission To The Moon EP.1751

Summary

This transcript discusses the importance of feedback in organizations, particularly in the context of Thai society, where indirect communication often makes feedback uncomfortable. It emphasizes the need for a feedback culture to foster growth and improvement, both for individuals and organizations. The script highlights common challenges, such as emotional barriers and the fear of confrontation, but also outlines practical methods like the Start, Stop, Continue framework to give structured feedback. Regular, constructive feedback is seen as a key tool for avoiding misunderstandings, improving performance, and strengthening organizational culture.

Takeaways

• 😀 Feedback is a valuable tool for growth: In Thai culture, feedback is often avoided, but it is crucial for personal and organizational development.
• 😀 Feedback should be given without emotional baggage: Both the giver and receiver must approach feedback calmly and without negative emotions to ensure constructive conversations.
• 😀 Regular feedback sessions improve performance: Feedback should be a regular practice, ideally happening once a month, to ensure consistent growth and development.
• 😀 Avoid spontaneous feedback: Feedback should not be given impulsively, especially in emotional moments, as it can lead to misunderstandings and defensive reactions.
• 😀 Cultural sensitivity in feedback: In Thailand, cultural norms discourage direct communication, which makes feedback conversations more challenging and requires careful consideration.
• 😀 Use structured feedback frameworks: Frameworks like the Start/Stop/Continue method help make feedback clear, actionable, and focused on specific behaviors rather than personal attacks.
• 😀 Both managers and employees need to prepare for feedback: Preparation on both sides ensures the feedback session is productive and meaningful.
• 😀 The absence of feedback can lead to problems: Without feedback, issues may go unaddressed, leading to passive-aggressive behavior, miscommunication, and dissatisfaction within an organization.
• 😀 Feedback is a gift: Despite initial discomfort, feedback is framed as a gift that helps individuals and organizations improve and reach their full potential.
• 😀 Feedback should be tailored to the context: It's essential to recognize the appropriate timing and setting for feedback—whether in-person or virtual—depending on the situation and relationship dynamics.

Q & A

What is the main topic of the podcast episode discussed in the transcript?

The main topic of the podcast episode is feedback, specifically how feedback is given and received in organizations, particularly within Thai culture. The discussion explores the challenges and benefits of feedback, as well as the role it plays in personal and organizational growth.

Why is feedback considered important in the context of organizational management?

Feedback is considered crucial because it helps managers understand the real situation of their teams, identifies areas of improvement, and facilitates personal development. Without feedback, employees may not know their strengths or weaknesses, leading to stagnation in performance and development.

What is the cultural challenge associated with feedback in Thai society?

In Thai society, there is a cultural tendency to avoid direct communication or confrontation, which makes giving and receiving feedback challenging. People are often reluctant to speak openly, fearing it may come across as offensive, and this hesitation can hinder personal and organizational growth.

How does the concept of feedback differ in Thai organizations compared to Western organizations?

In Thai organizations, feedback is often more indirect due to cultural norms around politeness and avoiding confrontation. In contrast, Western organizations generally embrace direct and straightforward feedback, with clear steps for both positive and constructive criticism.

What is the recommended approach for giving feedback according to the podcast?

The recommended approach for giving feedback is to do it when emotions are stable, not in the heat of the moment. Both the person giving and receiving feedback should be prepared, and feedback should be specific, timely, and aimed at promoting improvement rather than attacking or criticizing personally.

How can feedback help an organization prevent problems like office politics or disengagement?

Regular feedback can help reduce office politics and disengagement by fostering open communication. Without feedback, issues and frustrations can build up, leading to under-the-surface conflicts, misunderstandings, and a lack of trust within teams. Feedback helps to address issues before they escalate.

What role does feedback play in personal development, according to the speakers?

Feedback plays a vital role in personal development by providing individuals with insights into their performance and areas for improvement. It helps individuals reflect on their actions and make necessary adjustments to grow both professionally and personally.

What advice is given for receiving feedback effectively?

The advice for receiving feedback effectively includes being open-minded, not reacting defensively, and taking time to process the feedback. It’s important to view feedback as a gift for improvement, even if it initially feels uncomfortable or surprising.

What is the importance of timing when giving feedback?

Timing is crucial when giving feedback. Feedback should be given when both parties are calm, and not in emotionally charged situations. Giving feedback at the right time ensures that it is received constructively and does not provoke unnecessary negative emotions.

What is the ideal frequency of feedback in an organization?

The ideal frequency of feedback is regular and consistent. At a minimum, feedback should be given once a month, especially in larger teams where it can be easy for individuals to slip through the cracks without regular attention. Regular feedback ensures ongoing development and prevents issues from festering.