Episode 94: Feedback for Performance Improvement

In this podcast about transforming feedback conversations, Karen talks with Sue Anderson, a trainer, coach and author of the book ‘Feedback Fitness’. They discuss the importance of feedback in performance improvement. Sue talks about how many leaders and individuals could improve their feedback skills and introduces her three-step methodology for offering feedback.  

Key Takeaways 

• People fear feedback because it can be perceived as negative or judgmental.   

• Leaders should create a safe space for feedback by setting expectations and using a feedback framework. 

• Preparation is key so avoid going into a feedback conversation unprepared. Sue Anderson's Feedback Fitness Framework consists of three parts: Warm-up, Workout and Cool-down.  

• Warm-up: This initial conversation sets expectations and builds trust. It includes topics like what the person believes about feedback, how they prefer to receive feedback and frame the conversation by linking it to the receiver's goals. 

• Workout: This is the actual feedback conversation where it is important to provide three types of feedback: Acknowledgement (positive reinforcement), Evaluation (assessment against expectations) and Guidance (improvement suggestions). 

• Cool-down: After delivering the feedback, check in with the person to see how they are feeling and to answer any questions they may have. This helps to ensure psychological safety and maintain a positive relationship. 

• Leaders should also be open to and actively seek receiving feedback themselves and model the behavior they expect from others. 

• Organizations should create a culture of feedback by normalizing it and providing opportunities for feedback throughout the year, not just during appraisals.  

Some common reasons people struggle with feedback are: 

• Fear of upsetting the receiver 

• Damaging the relationship 

• Being perceived as unskilled 

• On the receiving end: fear of judgment and feeling exposed 

Tips for receiving feedback: 

• Be clear about whose feedback you value. 

• Separate self-worth from work performance. 

• Choose how you respond to feedback - interpret it constructively. 

Connect with Karen and Sue on LinkedIn now!