Podcast Summary: Build with Leila Hormozi – "How To Give Peer Feedback" | Ep 204

Podcast Information:

• Title: Build with Leila Hormozi
• Host: Leila Hormozi
• Episode: How To Give Peer Feedback | Ep 204
• Release Date: November 8, 2024
• Description: Leila Hormozi shares her expertise on scaling businesses and fostering growth within teams. In this episode, she delves into the critical skill of delivering peer feedback effectively to cultivate an unshakeable business.

1. The Importance of Peer Feedback

Leila begins by addressing a common misconception among leaders: the belief that only leaders need to master the art of giving feedback. She emphasizes that fostering a culture where team members can provide and receive feedback among themselves is crucial for scaling a business.

Leila (00:30): "If you don't know how to teach people how to get peer feedback or deliver criticism to each other, then it's going to be very tough to grow your team."

Key Points:

• Centralizing feedback through leaders can create dependency.
• Encouraging peer feedback empowers team members and accelerates growth.
• Relying solely on leaders for feedback limits the scalability of feedback mechanisms.

2. The Pitfalls of Centralized Feedback

Leila shares personal experiences from her time at Gym Launch, highlighting how the absence of peer feedback mechanisms forced her into the role of the "middle school teacher," mediating conflicts and delivering feedback without adequate context.

Leila (03:15): "It makes no sense that I developed this habit of being the monkey in the middle, delivering feedback to people when I didn't even see what happened."

Key Points:

• Leaders cannot monitor every interaction as teams expand.
• Centralized feedback leads to delayed responses and hinders timely improvements.
• Developing peer feedback skills within the team mitigates dependency on leadership.

3. Criticism vs. Insults

A significant portion of the episode is dedicated to differentiating between constructive criticism and destructive insults. Leila clarifies that criticism, when done correctly, is a tool for improvement, whereas insults serve no productive purpose and can damage relationships.

Leila (08:45): "Criticism articulates the difference between the actual and the ideal. It's not saying somebody's bad. It's not saying somebody sucks."

Key Points:

• Criticism: Focuses on specific behaviors and provides actionable suggestions for improvement.
• Insults: Generalized negative labels that belittle individuals without offering pathways for growth.
• Mislabeling insults as criticism can lead to resistance and disengagement.

4. Practical Examples: Constructive Criticism vs. Insults

To illustrate her point, Leila contrasts examples of effective criticism with instances of insulting feedback.

Constructive Criticism:

Leila (12:20): "Johnny, the goal is to make 100 dials a day. In the last six days, you made 60. What can I do to help you get to 100 dials a day?"

Insulting Feedback:

Leila (12:35): "Johnny, you remind me of Ted, who never worked hard enough to stay on the team. You lost respect from everyone. Hit the dials."

Key Points:

• Constructive criticism is specific, behavior-focused, and solution-oriented.
• Insults are vague, person-focused, and do not provide a path for improvement.
• Leaders and team members should strive to embody constructive criticism to foster a positive and growth-oriented environment.

5. Strategies for Effective Peer Feedback

Leila outlines a structured approach to delivering meaningful feedback, ensuring it leads to tangible improvements rather than emotional fallout.

Steps for Effective Feedback:

1. Tie Feedback to Controllable Behaviors:

   Leila (20:10): "One criticism has to directly tie to behavior under their control."

2. Ensure Clarity and Understanding:

   Leila (21:05): "People need to know what the critique means because they have a baseline skill."

3. Provide Timely Feedback:

   Leila (22:00): "Fast and frequent feedback loops work best."

4. Personalize the Feedback:

   Leila (23:15): "You want to tie it to their behavior rather than a group's behavior."

5. Offer Actionable Suggestions:

   Leila (24:50): "Tell them what to do next time rather than what was bad."

Key Points:

• Feedback should be actionable and within the recipient's control.
• Clear communication ensures the feedback is understood and can be implemented.
• Timeliness enhances the relevance and effectiveness of the feedback.
• Personalizing ensures that feedback targets individual behaviors without generalizing to the entire team.
• Providing specific suggestions fosters a constructive path forward.

6. The "Share the Facts and State the Truth" Model

Leila introduces her feedback framework, advocating for an objective and unemotional approach to delivering criticism.

Leila (32:40): "Share the facts and state the truth. I'm sorry I'm getting violent about this, but, like, it makes me Upset when I see people say, I'm going to give someone feedback and instead they just like give them an emotional dumping."

Key Components:

• Share the Facts: Objectively describe the specific behavior or incident.
• State the Truth: Relate the behavior to its impact without injecting personal emotions.
• Provide Next Steps: Offer clear, actionable suggestions for improvement.
• Seek Agreement: Engage in a dialogue to ensure understanding and buy-in.

Example Provided:

Leila (34:25):

1. "On Monday you showed up to our meeting 30 minutes late."
2. "Next time, if you're running late, could you let me know that morning?"
3. "Is that fair?"
4. "Thanks for letting me know that you're running late today. Really appreciate that."

Key Points:

• This model focuses on objective observations and constructive solutions.
• It minimizes emotional bias, ensuring feedback is perceived as supportive rather than punitive.
• Encourages mutual understanding and collaborative problem-solving.

7. Common Mistakes in Delivering Feedback

Leila highlights frequent errors that undermine the effectiveness of peer feedback, often stemming from lack of skill or emotional control.

Mistakes to Avoid:

1. Using the "Shit Sandwich" Approach:

   • Description: Mixing criticism with praise in a way that dilutes the message.
   • Issue: Distracts the recipient from the core feedback, reducing its impact.

2. Assuming Common Reactions:

   • Description: Believing that rapport or existing relationships mitigate negative feedback.
   • Issue: Effective feedback relies on the content and delivery, not just the relationship.

3. Prioritizing Personal Feelings Over Improvement:

   • Description: Letting emotions dictate the nature of the feedback.
   • Issue: Emotional outbursts can lead to resentment and hinder the recipient's ability to improve.

4. Backpedaling Due to Nervousness:

   • Description: Diluting or avoiding feedback out of discomfort.
   • Issue: Reduces the clarity and usefulness of the feedback.

Key Points:

• Feedback should be straightforward and free from unnecessary embellishments.
• Focus on the content and intent of the feedback rather than the emotional dynamics.
• Maintaining professionalism ensures that feedback is both respected and actionable.

8. Conclusion: Prioritizing Improvement Over Personal Feelings

Leila wraps up by reiterating the importance of focusing on the recipient's growth rather than personal emotional responses. She encourages listeners to adopt the "Share the Facts and State the Truth" model to deliver effective, constructive feedback.

Leila (46:00): "So, the tldr to all of this, we want to critique people, not insult people. When we do that, we tell them what to do instead, rather than what they did wrong."

Final Takeaways:

• Constructive peer feedback is essential for team growth and scalability.
• Differentiating between criticism and insults is fundamental to fostering a positive work environment.
• Adopting structured feedback models enhances the effectiveness and reception of criticism.
• Prioritizing objective improvement over personal emotions leads to more productive and harmonious team dynamics.

Closing Thoughts: In Episode 204, Leila Hormozi provides a comprehensive guide to delivering peer feedback that promotes growth, reduces dependency on leadership, and cultivates a resilient and scalable business. By distinguishing between constructive criticism and harmful insults, and by implementing structured feedback strategies, leaders and team members alike can contribute to a thriving organizational culture.