Truth moment: not passing on this feedback is getting in the way of your team's performance.
What? How?
Let me explain.
Giving feedback can be really hard.
It can be awkward when you deliver it and you don't know how they will receive it.
Will they be angry? Will they be upset? Will it create ongoing tension between you and them?
The easier path is to not mention it.
So you haven't.
Unfortunately by not delivering the feedback, the problem remains, the errors continue and your frustration festers.
It's like a grain of sand in your shoe. It was fine at first. But now you've noticed it, it's wearing through your sock and it's grinding on you.
It's distracting.
Feedback is the same.
Once you've seen the opportunity for improvement you won't unsee it.
It will take up your attention. It will create unease in you.
The tension you fear you will create by giving the feedback - already exists in you.
So how can you improve the team's performance?
Be brave and give the feedback.
I bet you'll feel better for it.
And as for your teammate's reaction?
If you deliver it with kindness, and with the intent to help them grow, they might just say "Thank you."
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If you like a model, I recommend this one:
Situation - where the event happened
Behaviour - what did they do
Impact - why that behaviour didn't land well
Alternative Behaviour - provide advice on how they could approach it better next time
Alternative Impact - give the reason why this approach could be better
This format is helpful because it confirms the feedback is for that person (yes it was me in that situation and I did do that), and provides a plan of action of how they could approach for a better outcome next time.
Give it a go - today.
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Hi I'm Jules Simpson of Thrive People
I help people to thrive in organisations.
I love discussing the development of:
👩🔧People
🤝Teams
🏤 Organisations
Hit the 🔔 to follow along with my musings
Or 💻 check out my website for how I can help you and your team
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