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Giving and receiving feedback

Mastering Feedback: A Vital Skill for Lean Experts

One of the hallmarks of improvement in the Lean methodology space is feedback. In other words, learning how to give and receive feedback appropriately is critical to teamwork and ensuring it is productive.

Understanding the Dynamics of Feedback Exchange

At its core, feedback is a way to exchange coached perspective, connecting attitudes and behaviors. Yet equally critical is the manner the feedback is framed; is it constructive advice or unsolicited criticism?

The Power of Positive Feedback

Feedback includes those aspects that can be both positive and negative. Usually, people associate feedback with criticism that also allows them to express personal appreciation or encourage the recipient. Positive feedback is impactful, being a powerful driving force that helps people realize their potential and achieve high results.

Challenges of Providing Negative Feedback

However, providing negative feedback is not easy. It can be daunting to have to identify certain behavior with which the individual’s relationship may become strained. There is always a degree of self-doubt, and fear of whether it is worth expressing one’s opinion on this matter.

A Systematic Approach to Providing Feedback

When it comes to feedback, a systematic approach is critical in order to successfully maneuver the intricacies associated with providing constructive advice. A step-by-step plan can serve as a guiding framework:

Steps for Constructive Feedback Delivery

1. Name the behavior to be altered by emphasizing it rather than criticizing the individual for their characteristics.

2. It is crucial to use the ‘I’ comma to communicate feelings and understanding of such behavior.

3. Highlight the demonstrated behavior by giving adequate instances. Make sure the feedback is observable and concrete.

4. Explain the conduct’s consequences and how it makes you or the group feel uncomfortable or offended using I-messages.

5. Initiate or stimulate discussion by inviting the individual to react and offer his point of view.

6. Integrate the desired behavior/request by defining the specific performance or movement anticipated of the individual.

7. Collaborate on intelligent remedial activities and recommendations.

Conclusion: Leveraging Feedback for Team Growth in Lean Methodology

In conclusion, this structured approach to feedback helps turn feedback into a purposeful lever for growth of mutual relationships within the team. It stimulates feedback-related communication, makes the addressee more self-aware, and creates the mentality of striving to improve all the time, which is a vital paradigm in Lean methodology.

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