I recently received some feedback... ‘Could improve comms – especially written’. I know this is true and those who know me know this is true. It is something I continuously work on.
However, was this useful feedback? How do I act on it? What can I learn from this?
This feedback was part of a wider exercise to understand the value I provide in my role. This approach looks at the trend over time rather than focusing on specific comments which are so liable to personal biases. I often help others doing a similar exercise and know people naturally focus on perceived negative comments. Despite knowing and
recognising this before I read the comments, I couldn’t I stop myself from doing the same.
I have previously written about learning cycles to help increase personal and organisational adaptability. In this ‘cycle’ I think I have (re)learned the following:
Adaptability & resilience is dependent on short learning cycles based on good, regular
feedback. Good feedback needs to be specific, thoughtful & helpful. I’ll try to remember that
next time I give it
It’s difficult to fight evolution and it is human nature to look for danger and threats. Feedback I perceive to be unhelpful feels like that. Rather than think I can override the natural immune response I need the help of colleagues. They can help me talk through how I feel and help me recognise what I should focus on. In this case, the overall sentiment but also the uncomfortable reality that I probably do need to work a bit harder on my comms.
Giving useful feedback requires careful thought but receiving feedback requires a lot more
emotional effort and support from trusted colleagues.