Feedback - a leadership instrument

What is the benefit of honest feedback?

Feedback is either used to report back on results achieved or to mirror perceived behaviour. In essence, it is always about highlighting things that should be maintained or intensified and, at the same time, giving tips on areas for development.

This feedback is crucial in order to achieve a harmonisation of self-image and external image and to close "blind spots". Feedback helps others to become aware of their behaviour. This realisation pays 1:1 dividends for the self.awareness one. If the behaviour is reported back in the feedback as "appropriate in the situation", it strengthens the selfTrust. If behaviour is reported back as inappropriate and the feedback recipient resonates with this, an area for development becomes clear to them.

This emphasises why feedback is a key management tool and indispensable for personal development.

What needs to be in place for feedback to be heard and accepted?

Five prerequisites must be met for feedback to be heard and have an impact:

• Acceptance of the feedback provider
• Timing
• Confidentiality
• Comprehensibility
• Without rating

When is a feedback provider accepted?

For a feedback provider to be accepted by the feedback recipient, there must be a basis of trust between the two. This is also fuelled by the fact that the feedback recipient can assume that the feedback provider is giving the feedback with benevolent intent and from an attitude of integrity.

When is a good time for feedback?

Two aspects are crucial for choosing the right time. Is the feedback recipient ready to accept the feedback? Do they have the time and space to do so? Are they emotionally ready to turn to the feedback provider?

Why is confidentiality important?

As feedback is intended for further development and not to expose someone, it is only intended for the ears of the feedback recipient. Otherwise, as a feedback provider, you risk damaging trust and having your integrity and benevolent intentions questioned.

How can feedback be understood?

Feedback becomes understandable when it is comprehensible for the feedback recipient. The more concretely you relate your feedback to a recently experienced situation, the easier it will be to understand. Also, speak in short sentences.

Why is non-judgemental feedback crucial?

Feedback is always based on a subjectively experienced situation. You perceived something that seemed inappropriate to you in this specific situation. The behaviour was neither generally good nor generally bad, it was inappropriate in your eyes in this situation.

If you succeed in differentiating, you separate the person and the issue and open up a space for development for the feedback recipient. If you do not succeed in differentiating, you devalue the person with critical feedback and open up a space for conflict.

Giving constructive feedback

There are various ways to put feedback into words. We present three dialogue structures:

Feedback according to this structure is clearly to the point. If it is clear to the feedback recipient what they can achieve by implementing the impulse, their motivation to accept the impulse and implement the feedback increases. Make sure that the scope and quality of the impulse corresponds to the above.

Example of destructive feedback

Here is an example of destructive feedback: "I really liked your outfit. If you speak loudly and clearly next time and the storyline of the presentation is clearly recognisable, then we'll get approval for the project."

Why is the feedback destructive?

• the number of aspects are different
• the quality varies.
• the feedback is a rating.

While the clothing is rated positively and focuses on appearance, the tips focus on content-related aspects and the behaviour of the feedback recipient.

With this option, you can also get to the point of the feedback. If you describe everything as a "I" message, you also avoid the risk of the feedback becoming an accusation.

Both of the feedback structures presented here are more of a monologue. I recommend that you integrate the perspective of the feedback recipient into the conversation. Variant three shows the structure for this.

Giving feedback constructively and without judgement and accepting it openly and without judgement is fundamental to personal development. You can further develop your feedback skills as part of an executive coaching programme.

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