Create a Culture of Feedback

Summary

The transcript emphasizes the importance of feedback in leadership, particularly how a leader's openness to criticism fosters a culture of honest and constructive feedback. It highlights the need for leaders to actively seek feedback, create a welcoming environment for it, and distinguish between respectful and disrespectful feedback. The speaker suggests asking permission before giving feedback and using it as a tool for improvement. The transcript also discusses the value of separating negative feedback sessions from positive discussions about future improvements to manage emotions effectively.

Takeaways

• 😇 A leader should recognize and reward feedback to encourage more of it, fostering an environment where honest feedback is given.
• 🤔 If a leader rejects or criticizes feedback, it discourages others from providing honest feedback, potentially leading to a culture of only receiving praise.
• 🙏 Encouraging feedback involves expressing gratitude and asking for more information, even if the feedback is negative.
• 👮‍♂️ There's a distinction between respectful and disrespectful feedback, and maintaining decorum and rank structure is crucial while giving feedback.
• 🙋‍♂️ Asking permission to give feedback is a respectful way to start, ensuring that the feedback is given in an appropriate manner.
• 👍 A good leader, NCO, or officer should be open to receiving feedback and create conditions where it is welcomed and encouraged.
• 🔄 Creating a culture of feedback involves actively asking for it and being open to improvement suggestions, even from subordinates.
• 💡 It's important to separate the process of receiving feedback (emptying the bucket) from looking forward and planning improvements to avoid emotional overload.
• 🌟 A leader should actively seek feedback on how to improve, setting an example for the organization and creating a positive feedback loop.
• 🗓️ Separating feedback sessions from planning sessions allows for a clear distinction between identifying issues and moving towards solutions.
• 💭 When feedback is given, leaders should be in a receiving mode, allowing for a full understanding of the concerns before moving on to action.

Q & A

What is the importance of a leader recognizing and rewarding feedback?

A leader who recognizes and rewards feedback encourages more of it, fostering an environment where team members feel comfortable sharing their thoughts and suggestions, which can lead to better decision-making and improvement.

How does a leader create an environment where feedback is welcomed and encouraged?

A leader creates such an environment by being open to feedback, showing appreciation when it is given, and actively seeking it out. They also need to ensure feedback is given and received respectfully, maintaining decorum and rank structure.

What is the difference between respectful and disrespectful feedback?

Respectful feedback is given with consideration for the recipient's position and feelings, often seeking permission first and delivered in an appropriate setting. Disrespectful feedback, on the other hand, may disregard the recipient's situation and be delivered in an inappropriate or blunt manner.

Why is it important for a leader to ask for feedback instead of waiting to be given it?

Asking for feedback demonstrates a leader's humility and commitment to improvement. It also sets the expectation that feedback is a valuable part of the team's culture, encouraging others to be more forthcoming with their thoughts and suggestions.

How can a leader ensure that feedback is given in a way that maintains rank structure and decorum?

A leader can ensure this by setting clear guidelines on how feedback should be given, such as asking for permission before providing feedback, choosing the right time and place for the conversation, and maintaining a respectful tone throughout.

What is the significance of separating the process of 'emptying the bucket' from looking forward in a feedback session?

Separating these processes allows for a clear and focused discussion on current issues without the emotional baggage affecting the forward-looking conversation. It enables the team to address problems honestly and then move on to constructive solutions without being overwhelmed by negativity.

How should a leader respond when they receive negative feedback?

A leader should respond by expressing gratitude, asking for more details, and showing a willingness to understand and improve. They should not defend themselves or criticize the person giving feedback, but instead use it as an opportunity for growth.

What is the role of a leader in creating a culture of feedback within an organization?

A leader plays a crucial role in creating a culture of feedback by modeling openness to feedback, rewarding those who provide it, and actively seeking it out. They should also establish a system where feedback is given and received in a respectful and constructive manner.

Why is it essential for a leader to be in a 'receiving mode' during feedback sessions?

Being in 'receiving mode' allows a leader to fully absorb the feedback given, understand the perspectives of others, and identify areas for improvement. It also sets a positive example for the rest of the team, showing that everyone is open to learning and growing.

How can a leader use feedback to improve their own performance and that of their organization?

A leader can use feedback to identify strengths and weaknesses, make informed decisions, and implement changes that enhance performance. By encouraging feedback, they can also foster a culture of continuous improvement within the organization.

What is the recommended approach for a subordinate to offer feedback to a superior officer or NCO?

A subordinate should ask for permission to give feedback in a respectful manner, such as saying 'May I give you some feedback?' This approach shows respect for the superior's position and allows them to accept or defer the feedback as appropriate.