Podcast Summary: Coaching for Leaders — Episode 10: The Way to Give Constructive Feedback
Host: Dr. Dave Stachowiak
Release Date: October 24, 2011
Podcast Description: "Leaders aren’t born, they’re made. This Monday show helps you discover leadership wisdom through insightful conversations."
1. Introduction to Constructive Feedback
Dr. Dave Stachowiak opens Episode 10 of Coaching for Leaders by highlighting the essential role of constructive feedback in leadership. Building on the previous episode about positive feedback, Dave emphasizes that while positive reinforcement is critical, the ability to provide constructive criticism is equally vital for the growth of individuals and organizations.
“This week's topic is giving constructive feedback to others.” [00:00]
2. Personal Anecdote: Early Experience with Feedback
To illustrate the impact of feedback delivery, Dave shares a personal story from his first job at a fast-food restaurant. He recounts an incident where a manager publicly reprimanded him for leaving the cash register drawer unattended.
“I still remember it 20 years later. I remember not liking that manager because of that one incident that one day.” [00:06:40]
This experience underscored the importance of not only providing feedback but doing so in a manner that maintains the dignity and motivation of the recipient.
3. The Impact of Feedback Delivery
Dave discusses how ineffective feedback can leave lasting negative impressions, both on the individual receiving it and on observers. He stresses that while the correction of mistakes is necessary, the method of delivery plays a crucial role in shaping ongoing relationships and individual motivation.
“If we make a mistake as managers and leaders, people remember that, particularly if we don't go back to correct that mistake.” [00:07:25]
4. Differentiating Minor and Major Issues
A significant portion of the episode is dedicated to distinguishing between minor and major issues when providing feedback.
a. Minor Issues
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Aware of the Issue: If the individual is already aware of the minor issue, leaders should engage in a dialogue, empowering the person to devise their own solutions.
“Ask them what they plan to do to resolve it.” [00:14:30]
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Unaware of the Issue: For issues that are minor and the individual is not aware of, Dave advises leaders to let them go to avoid diminishing the individual's motivation and ownership.
“If someone is working on a project... let it go.” [00:16:00]
b. Major Issues Major issues are those that could significantly derail a project, impact careers, or affect the organization adversely. Dave emphasizes the necessity of addressing these promptly and effectively.
“A major issue is something that either currently is or has the potential to derail the entire project, the person's career.” [00:20:15]
5. The Three-Step Model: Expectation, Example, Empower
Dave introduces a practical framework for delivering constructive feedback on major issues, encapsulated in the three E's:
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Expectation: Clearly restate the original expectations that were not met.
“Here is my expectation for this project. Let's revisit that expectation and talk through that.” [00:21:45]
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Example: Provide concrete examples of where expectations were not met to ensure clarity.
“Provide at least one example as to why that expectation isn't being met.” [00:23:10]
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Empower: Collaborate with the individual to develop a plan for improvement, maintaining their ownership of the solution.
“Empower them to resolve it. Let them take the action going forward.” [00:25:30]
6. Setting Clear Expectations
Emphasizing the foundation of effective feedback, Dave highlights the importance of setting clear expectations from the outset. Without predefined expectations, feedback becomes unfair and ineffective.
“How are they supposed to know the expectation then? If you've never stated the expectation, how could they possibly be meeting it?” [00:26:50]
7. Addressing Situations Without Prior Expectations
In scenarios where expectations were not previously communicated, Dave advises leaders to first establish those expectations before proceeding with feedback.
“Approach that person and say... I realized that I never communicated my expectations... so I'd like to share my thoughts on what my expectations are.” [00:28:45]
8. The "Say Something Nice First" Approach: Pros and Cons
Dave tackles the common practice of starting feedback sessions with positive remarks. While acknowledging its place in certain contexts, he cautions against its overuse and potential pitfalls.
When to Use:
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Building Initial Rapport: For new relationships where rapport hasn’t been established.
“Say something nice first if you don't have good rapport with that person.” [00:31:00]
Potential Pitfalls:
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Perceived Insincerity: Frequent positive feedback followed by criticism can lead recipients to distrust the sincerity of praise.
“They start to just ignore the positive feedback. They don't perceive it as sincere.” [00:32:45]
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Diluted Message: Overloading feedback with positivity can cause the constructive criticism to be overshadowed, reducing its effectiveness.
“The person walks away thinking, 'I heard three or four good things and I heard one negative thing.'” [00:34:10]
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Inadequate Focus on Issues: Leaders may inadvertently underemphasize critical areas by focusing too much on positives.
“The leader has a belief that they gave the constructive feedback.” [00:35:15]
“For the majority of the people who are listeners of this show... don't start off with the positive in that interaction.” [00:37:00]
9. Conclusion and Additional Resources
Dr. Dave wraps up the episode by reiterating the importance of effective feedback mechanisms in leadership. He directs listeners to additional resources, such as an article titled "When to Start Friendly with Firm Feedback," available on the podcast's website.
“If you found this model helpful today, I really encourage you to also check out an article on our website.” [00:40:00]
He invites organizations to reach out for support in enhancing their leaders' coaching skills, emphasizing the transformative potential of well-delivered feedback.
Key Takeaways:
- Constructive Feedback is Essential: Balancing positive and constructive feedback fosters growth and maintains motivation.
- Differentiate Issues: Assess whether feedback pertains to minor or major issues to determine the appropriate approach.
- Three-Step Model: Utilize Expectation, Example, and Empower to provide effective constructive feedback.
- Set Clear Expectations: Ensure that expectations are communicated upfront to make feedback fair and actionable.
- Use Positive Feedback Wisely: Avoid overusing praise before criticism to maintain its sincerity and impact.
For more insights and resources, visit CoachingforLeaders.com.