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.

Outlines

00:00

🗣️ Encouraging Feedback for Leadership Development

The paragraph discusses the importance of a leader's openness to feedback for personal and organizational growth. It emphasizes that leaders should not only be open to feedback but actively seek it out to create an environment where honest and respectful feedback is encouraged. The speaker highlights the distinction between respectful and disrespectful feedback, advocating for a culture where feedback is given and received in a manner that maintains decorum and respect for rank. The paragraph also touches on the concept of 'emptying the bucket' as a way to clear the air of negative emotions before moving forward with positive discussions and improvements.

Keywords

💡Feedback

Feedback refers to the information provided by others regarding one's performance or behavior. In the video, the emphasis is on creating an environment where feedback is encouraged and accepted, helping individuals and organizations to improve continuously. For instance, the leader who asks for feedback and responds positively to it fosters a culture where honest and constructive feedback is valued.

💡Leader

A leader is someone who guides or directs a group, often holding a position of authority. The video highlights the role of a leader in soliciting and appreciating feedback, which helps in personal and organizational growth. Leaders who create conditions for open feedback demonstrate their commitment to improvement and set an example for others.

💡Environment

In this context, environment refers to the cultural and social atmosphere within an organization that influences behavior. The video discusses how a leader can create a supportive environment for feedback, where individuals feel safe to share their honest opinions without fear of criticism or rejection.

💡Respectful feedback

Respectful feedback is the process of providing constructive criticism in a manner that shows regard for the recipient's feelings and position. The video contrasts respectful feedback, which considers the situation and rank structure, with disrespectful feedback, which can undermine authority and morale. Asking for permission before giving feedback is an example of being respectful.

💡Culture of feedback

A culture of feedback refers to an organizational environment where regular and honest feedback is normalized and valued. The video emphasizes the importance of leaders creating such a culture, which encourages continuous improvement and open communication. This involves leaders actively seeking feedback and responding positively to it.

💡Permission

Permission in this context refers to seeking approval before giving feedback, ensuring that it is a suitable time and place. The video suggests that asking for permission shows respect and readiness to provide feedback, which can make the recipient more receptive and maintain a respectful communication dynamic.

💡Trigger

Being triggered refers to having an emotional response to feedback, which can impede the ability to listen and accept criticism. The video advises leaders to manage their emotional reactions during feedback sessions, allowing them to stay in a 'receiving mode' and genuinely consider the input from their team.

💡Emptying the bucket

Emptying the bucket is a metaphor used in the video to describe the process of allowing team members to express all their feedback and concerns. This separation of venting negative feedback from positive discussions helps manage emotions and focus on constructive improvements in subsequent meetings.

💡Forum

A forum in this context refers to a structured setting where feedback is solicited and discussed. The video highlights the importance of having dedicated sessions for feedback where individuals can openly share their thoughts, leading to more effective communication and improvement strategies.

💡Improvement

Improvement refers to the process of making positive changes to enhance performance or outcomes. The video's main theme revolves around using feedback as a tool for continuous improvement, with leaders actively seeking ways to better themselves and their organization based on the input they receive.

Highlights

A leader should recognize and reward feedback to encourage more of it.

Being open to feedback and not rejecting it fosters an environment of honesty and growth.

Negative feedback should be encouraged and not dismissed to improve leadership.

Leaders should express gratitude and ask for more feedback to show their openness.

Maintaining respect and rank structure is crucial while giving feedback.

Asking permission to give feedback is a respectful way to initiate the conversation.

Leaders should be receptive to feedback even if it comes from a more junior officer.

Creating a culture of feedback involves actively seeking and encouraging it.

Leaders should ask for feedback on how they can improve and acknowledge room for improvement.

Feedback should be given in a constructive manner, not just to criticize.

Leaders should create a forum for feedback to improve organizational performance.

Feedback sessions should be separate from forward-looking discussions to manage emotions.

Leaders should be in a receiving mode during feedback sessions, asking for more information.

Follow-up questions are encouraged to understand feedback better.

After receiving feedback, leaders should discuss actionable steps for improvement.

It's important to separate the process of receiving feedback from planning for future improvements.

Transcripts

a leader who recognizes and rewards

feedback is going to encourage more

feedback so if I ask for feedback and

say I'm open to it and then somebody

gives it to me and I either defend

myself criticize them or or reject it

then I'm creating an environment in

which no one's going to give me feedback

or at least they won't give me honest

feedback they're just going to tell me

how great I am um whereas if somebody

gives me negative feedback I don't have

to listen to it I don't have to agree

with it but if I can encourage it I go

thank you tell me more go on yes thank

you oh this is is really helpful thank

you so the leader will create the

conditions and if people can see that

happen if they see a a young officer you

know and you by the way there's there's

a difference between respectful and

disrespectful feedback you know and to

maintain a spr of cor and and and and

and maintain the rank structure it can

be done respectfully sir can I give you

some feedback yes you can or can we do

it later or let's do it in my office

right as opposed to hey let me tell you

what I think that's disrespectful

because you're not evaluating the

situation that that maybe that officer

that more senior officer or NCO has in

mind so may I give you some feedback

asking permission is how it starts may I

give you some feedback and if they say

no okay then I know my place right but a

good a good leader a good NCO or a good

officer will want to receive it and

create conditions in which it's in which

it's welcomed and that then it'll get

encouraged and then what you're doing is

you're creating a culture of feedback

you know can you give me some feedback

of how I can improve oh you're great

well that's not true there's always room

for improvement can you please tell me

that I want that and again if the leader

asks for it instead of just waiting to

be to be given it the leader says I like

some feedback how I can do better um you

know and you create a form for it in

this meeting we're going to talk about

what we as an organization can do better

or how I can do better as a leader so I

want all of your answers and I've done

this with my organization where when you

have those

sessions um even if you agree or

disagree even if the leaders are

triggered you basically you're in

receiving mode go on tell me more and if

you don't understand you can ask

followup questions but please tell me

more go on yes and it's it's just taking

it all in right then the next day when

people have emptied their buckets then

you can say okay yesterday we talked

about what we can do better and what I

can do better now I want to talk about

where we can do better and what you

think you can do that we can improve

this and now it's all positivity and

moving forward because I've had the

opportunity in the Forum to get all the

junk out ready so to separate those two

I think it's very important to separate

the emptying of the bucket and the and

the looking forwards because you can't

do it in the same meeting it's too

there's too much emotion