The 10% Differentiator

1. Ideas, Insights and Inspirations

Rethinking Feedback: The Untapped Power of Receiving Over Giving

In the last two decades, the conversation around feedback has primarily orbited the skill of giving it. Picture a typical business conference setting where the mention of "feedback" predominantly conjures images of delivering it. Test this yourself in a room full of professionals - most will immediately think of the act of giving feedback, not receiving it.

However, an essential shift in perspective is overdue. While knowing how to effectively deliver feedback is valuable, the ability to receive feedback - regardless of its delivery - is arguably more crucial. For individuals and organisations alike, mastering the reception of feedback, interpreting its core messages, and translating these into actionable changes, can unlock substantial competitive advantages.

Imagine this scenario: a company solely focuses on the politeness and constructiveness of the feedback it disseminates internally. While fostering a positive internal communication culture is beneficial, this narrow focus might blindside the company to the more critical competence of receiving feedback. The skill to absorb, process, and act upon feedback, no matter how blunt or poorly delivered, is where true growth and agility lie. Companies and executives must excel not just in giving feedback but in receiving it - transforming critiques into steps toward excellence.

The Cultural Backlash and Its Consequences

Over the past 20 years, there has been a significant cultural backlash against harsh or negative feedback, particularly from superiors to subordinates. This shift towards gentler feedback was intended to create a more supportive environment. However, this well-intentioned change has had unintended consequences. As feedback has become kinder, many have become less equipped to handle straightforward, unvarnished critiques. This phenomenon resembles the "second order effect" where initial solutions to problems generate new, often unforeseen issues.

For example, consider a child who stops crying when given what they want as a result of their tears. This immediate solution might seem effective, but it inadvertently teaches the child that crying is a successful strategy to get their desires fulfilled, leading to more crying in the long run.

Similarly, by focusing predominantly on softening the delivery of feedback, organisations may have inadvertently hindered their employees' ability to handle and learn from more direct, and potentially more valuable, critiques.

The Threefold Responsibility in Feedback Reception

Leaders and organisations bear a threefold responsibility when it comes to feedback:

1. Corporate Level: Companies must learn to effectively receive and utilise feedback from external sources, such as market trends, customer surveys, and direct consumer complaints. This is crucial for adapting to changing market conditions and improving products or services.
2. Individual Level: Executives and employees must take personal responsibility for their receptiveness to feedback. This includes viewing feedback as an opportunity for personal and professional growth rather than a critique of their worth.
3. Cultural Level: Within the business itself, there needs to be an environment that encourages transparent feedback exchanges among all levels of the organisation. Cultivating a culture where feedback is received as a tool for improvement rather than a personal attack is essential.

The Way Forward

The path forward involves a recalibration of how feedback is perceived and utilised within organisations. Instead of focusing primarily on the nuances of giving feedback, there should be an equal, if not greater, emphasis on developing robust mechanisms to receive and act on feedback. Training programs and cultural shifts that enhance this capability can significantly impact an organisation's adaptability and resilience.

Creating a balanced feedback culture - where both giving and receiving are valued equally - can help organisations navigate the complexities of modern business landscapes more successfully. By embracing feedback in all its forms, companies can uncover blind spots, seize growth opportunities, and ultimately, foster a more dynamic and responsive organisational culture.

2. Reflections

Feedback Processing Tool: 5-step approach to harnessing constructive feedback

To support leaders and their teams in navigating the complexities of feedback, I have created the Feedback Processing Tool. This tool offers a structured, 5-step approach to effectively identify, analyse, and implement feedback. It emphasises the importance of understanding feedback sources, evaluating the content, and planning actionable steps for improvement. By integrating this tool, leaders can foster a culture of continuous growth and improvement within their organisations.

You can download a copy of the tool below.