Significance of Constructive Feedback

💥 Feedback is a gift they say. But only if you trust the messenger. Too many leaders confuse sharing their opinions of your actions as feedback, and when it’s critical, they might remain silent. But silence doesn’t build trust. Accountability does. If you want a practical way to give feedback that builds clarity and connection (not conflict), try the SBI+A Method: Situation, Behavior, Impact — plus Action. It’s my favorite feedback framework and it can be used for affirmative AND constructive feedback for peers, your teams and your leaders. Here’s how it works, with real-life prompts you can use today - 💬 S.B.I.+A : 🟪 SITUATION Anchor the conversation in time and place. Be specific so the context is clear. -“In yesterday’s 1:1 with the client…” -“During our team meeting this morning…” 🟧 BEHAVIOR Describe exactly what was said or done — only what you observed. Keep it neutral, which can help to de-personalize the message. - “…you rolled your eyes when Marcus offered his idea…” - “…you proactively prepared a visual to explain …” 🟨 IMPACT Here’s the heart of the conversation. Focus on the effect, not your assumption about their intent. - “…it shut down the conversation and made it harder to hear different viewpoints.” - “...it strengthened the presentation and built client confidence in our work.” 🟦 ACTION (this optional, but powerful IMO) Suggest what to change — or what to continue if it was positive. This is also an opportunity to invite the recipient of constructive feedback to share what actions they will take in light of this feedback. Sometimes, this is best delivered in a follow-up conversation after the recipient has had time to process the feedback. - “In the future, try pausing before responding so we hold space for full ideas.” - “Keep doing that — your clarity helped move the project forward.” ---------- 💡 I think this model is helpful for people-centered, equity-driven leadership because: *It builds a shared language to talk about harm, even when it’s unintentional. *It helps us shift from blame to growth — perfect for leaders trying to close the gap between intent and impact. *It makes feedback feel actionable instead of personal. And most importantly, when done well: it gets everyone back on the same page!

🔥 Have you experienced the transformative power of feedback?🔥 Feedback that hits you in the gut? That feels like someone took a 2x4 to your head? That might have been painful to hear but so necessary because now you know what you need to work on! 💪 As a seasoned executive leadership coach, I've had a front-row seat to significant transformations. Each one kick-started by feedback. Sometimes it was a 360, other times it was the clear signal received when a client didn't get the promotion or a raise. Whatever form the feedback took, it became the catalyst for change!! So, if it's the fuel that starts the fire, why do many cringe at the thought of asking for feedback? There's a misconception that feedback aims to blame and highlight flaws. However, a well-delivered, constructive critique can help you to focus on the areas that need work to make you a better leader. But how do you get good feedback especially as a senior leader? You ask for it! Here are some question you can ask to get effective, constructive feedback. 💫"What can I do to support you to do your best work" 💫"What obstacles or challenges are you facing, and how can I help you overcome them?" 💫"Are there any resources or tools you need to succeed?" 💫"What feedback or suggestions do you have for me to be a more effective leader for you and the team?" 💫"What is one thing I can do starting today to support you better?" Each question is designed to inspire open, honest responses. They invite your team to provide feedback while signaling your willingness to grow and improve. Remember, feedback is a gift. It's an opportunity to learn, to grow, and to become a better version of yourself. The key lies in asking the right questions. What other questions can you ask to become a better leader? And don't forget to give feedback generously and often. This is how you will make the people around you better! If you are looking for some frameworks for how to do that, see the illustration below. #LeadershipDevelopment #ExecutiveCoach #LeadershipCoach #AhernLeadershipCoaching #MakeItMatter Image credit Chris Donnelly

I recently had a candid conversation with a colleague that got me thinking.    I asked him, "Do you trust me?" He replied affirmatively, so I followed up with, "Do you trust me enough to give you some direct feedback and still like me afterwards?"     Again, he said yes. So, I shared my feedback. To my surprise, he responded, "I've received feedback about this before, but no one ever told me exactly what to change and why I really should." This exchange made me reflect on how often this scenario plays out in our lives. How many times have we received vague feedback without clear direction on how to improve? Feedback, when given constructively and specifically, can be transformative. It provides us with actionable insights that help us grow both personally and professionally. As leaders and colleagues, let's commit to giving feedback that is not only honest but also clear and actionable. Let's take the time to explain not just what needs improvement, but why it matters and how it contributes to our collective success.    As Brené Brown has said: Clear is kind, unclear is unkind.  Have you had a similar experience with feedback? How did it impact you? Share your thoughts in the comments below!