Addressing Team Feedback Concerns

80% of feedback never changes behavior. Not because people don’t care… But because of how it’s delivered. Your style and tone makes a difference. The feedback you give can spark change or trigger resistance. It’s not about being “nice” or “tough.” It’s about being strategic. Here are 5 approaches that turn tough conversations into growth opportunities: 1. COIN Method For when performance needs a reset. Most people jump straight to criticism. But starting with context creates safety. “In yesterday’s meeting…” feels specific. “You always…” feels like an attack. The magic is in the Next step: Don’t just point out problems. Co-create solutions. 2. SBI Model For when you’re recognizing wins or addressing gaps. Vague praise like “Great job” doesn’t teach. Specific feedback does. “When you asked that clarifying question, the client leaned in…” That’s something they can actually repeat. 3. STAR/AR Method For when someone’s ready to level up. Most feedback looks backward. This one builds forward. Review what happened → then explore alternatives. You’re not just fixing mistakes. You’re expanding capacity. 4. DESC Script For when you need to set boundaries. Boundaries don’t push people away. They build trust. The key is Express. Own your experience without blame. “I feel…” lands. “You make me feel…” doesn’t. That’s how accountability shifts. 5. GROW Model For when someone needs guidance, not answers Old-school feedback = “Here’s what to do.” GROW = “Let’s uncover it together.” The power move? Stay curious longer. Ask “What else?” at least 3 times. The best ideas usually come last. One more truth: timing beats technique. Give feedback within 48 hours when memory is fresh. Don’t fire off complaints in the moment. And don’t wait for the once-a-year performance review. Find the sweet spot where perspective is clear and the moment still matters. That’s when feedback creates growth. ♻️ Repost if this helps you (or your team) have conversations that actually create change. 👉 Follow Desiree Gruber for more tools on storytelling, leadership, and brand building.

If your feedback isn't changing behavior, you're not giving feedback—you're just complaining. After 25 years of coaching leaders through difficult conversations, I've learned that most feedback fails because it focuses on making the giver feel better rather than making the receiver better. Why most feedback doesn't work: ↳ It's delivered months after the fact ↳ It attacks personality instead of addressing behavior ↳ It assumes the person knows what to do differently ↳ It's given when emotions are high ↳ It lacks specific examples or clear direction The feedback framework that actually changes behavior: TIMING: Soon, not eventually. Give feedback within 48 hours when possible Don't save it all for annual reviews. Address issues while they're still relevant. INTENT: Lead with purpose and use statements like - "I'm sharing this because I want to see you succeed" or "This feedback comes from a place of support." Make your positive intent explicit. STRUCTURE: Use the SBI Model. ↳Situation: When and where it happened ↳Behavior: What you observed (facts, not interpretations) ↳Impact: The effect on results, relationships, or culture COLLABORATION: Solve together by using statements such as - ↳"What's your perspective on this?" ↳"What would help you succeed in this area?" ↳"How can I better support you moving forward?" Great feedback is a gift that keeps giving. When people trust your feedback, they seek it out. When they implement it successfully, they become advocates for your leadership. Your feedback skills significantly impact your leadership effectiveness. Coaching can help; let's chat. | Joshua Miller What's the best feedback tip/advice, and what made it effective? #executivecoaching #communication #leadership #performance

Feedback can turn an average organization into a powerhouse. 📈  As a Chief Executive, harnessing effective feedback loops is key to driving continual improvement and alignment.  Here’s how to do it: 1. Set Clear Objectives: What are you aiming for? Whether it’s boosting team performance or uplifting product quality, clarity is essential. 2. Cultivate Open Communication: Foster an environment where all voices are heard. Regular meetings or digital platforms can bridge communication gaps. 3. Schedule Regular Check-Ins: One-on-ones and team meetings keep the pulse on progress and challenges, enabling timely realignments. 4. Leverage Surveys: Use surveys or questionnaires to extract valuable insights from employees and stakeholders. This data can highlight areas needing attention. 5. Act on Feedback: Analyzing feedback is just the start; implementing change communicates that feedback is respected and valued. 6. Build a Feedback Culture: Acknowledge and reward constructive feedback. When leaders exemplify its importance, it becomes a norm. 7. Use Technology Wisely: Feedback tools streamline processes, ensuring efficiency and impact. 8. Invest in Training: Equip your team with skills to deliver feedback that’s constructive, not discouraging. Master these steps and watch your organization's culture and performance soar. Ready to dive deeper into any particular step? Let’s discuss! For more posts like this, follow me @ https://lnkd.in/gnrwyZtR

You think getting tough feedback is hard? Try giving it! Every manager – every human being – struggles with delivering a tough message in a way that will be heard and yet not hurtful. There is a solution. It’s called the OILS approach, invented by Emily Field, a partner at McKinsey & Company, whom I am fortunate enough to bring to my class NYU Stern School of Business every semester. OILS guides managers through delivering feedback with four steps. ✴️ You start with an observation, literally. “Can I make an observation,” you might say to a team member, “I noticed you interrupted the client a lot in our meeting yesterday.” ✴️ Next, you talk about impact. “We have so much to learn from the client, and we could be missing critical information about their problem if they think the conversation is just a one-way street.” ✴️ The third step of OILS is the hardest. You have to listen. You have to give the chance for the feedback-recipient to respond. People want to explain themselves, and deserve that opportunity. ✴️ Finally, you turn to creating a solution together. You might suggest, for instance, that you come up with a secret signal if you see an interruption happening. Oftentimes, the feedback receiver also has solutions to offer, and that’s all for the good. Whenever Emily visits my class on managerial skills, my students leave smarter and wiser, and so do I! Giving feedback is never easy, but OILS greases the way. 

Had an insightful conversation over the weekend with a colleague about a common pitfall in CX programs: relying solely on surveys and ignoring other valuable insights. Here are some key takeaways: Ease of Implementation Surveys are easy to deploy and manage, providing quantifiable data that’s simple to analyze. This makes them an attractive option for many organizations, especially those with limited resources. Tradition and Comfort Many companies stick to surveys because it’s what they’ve always done. Changing this entrenched practice can be challenging, especially if the leadership team prefers traditional methods. Resource Constraints Surveys can be cost-effective, making them appealing for smaller organizations that may not have the budget for more sophisticated tools. Organizational Silos Feedback often gets trapped within departmental silos, preventing insights from being shared and acted upon. Lack of Ownership Without clear ownership of the feedback loop, survey results can end up being ignored. It’s crucial to have designated teams responsible for analyzing feedback and driving action. Inadequate Analytics Capabilities Many companies lack the analytical capabilities - people and tech - to turn survey data into meaningful insights. Cultural Resistance Taking action on feedback requires change, which can be met with resistance. Companies need a culture of continuous improvement to effectively address feedback. Short-Term Focus Organizations sometimes prioritize short-term gains over long-term improvements, leading to reluctance in making significant changes based on feedback. Here is where we ended in terms of actions to take: 1. Integrate Multiple Data Sources: Combine survey data with digital analytics, social listening, and customer journey mapping for a comprehensive view of the customer experience. 2. Foster a Customer-Centric Culture: Encourage leadership commitment, employee training, and recognition programs that reward customer-centric behavior. 3. Invest in Analytics: Enhance analytics capabilities to turn data into actionable insights. 4. Close the Feedback Loop: Implement a closed-loop feedback system and communicate changes to customers. 5. Design Thinking and Customer Co-Creation: Use design thinking methodologies to deeply understand customer needs and co-create solutions. 6. Cross-Functional Collaboration: Promote collaboration across departments to discuss feedback and develop action plans. 7. Measure Impact and Iterate: Continuously measure the impact of changes and iterate to improve further. What are you doing to get out of the CX-as-a-survey (CXaaS) trap? #customerexperience #cx #surveys #analytics #designthinking #customercentric

How you receive feedback Determines how successful you become (in career and life). 4 proven tips to help you gracefully accept the gift of feedback: 1/ Listen actively Why: By approaching feedback with curiosity, you show a willingness to listen to understand (vs. to respond) the other person's perspective. How: Maintain eye contact, nod to acknowledge understanding, and wait until the person has finished speaking before responding. Remember, listening doesn't mean you agree with everything. "Thank you for sharing your thoughts on my presentation. I'm curious to learn more. Can you elaborate on the areas you think need improvement and what advice you have on how I can approach these differently?" 2/ Seek diverse perspectives Why: Asking for feedback from different people gives you a clearer picture of what you’re doing well and where you can improve. Plus, it helps you spot patterns in how others see your work. How: After receiving feedback on risk management from one person, reach out to others for additional perspective. "I'm looking to improve the quality of my risk management and reporting within my program. Do you have any advice for me in this area? Your input will help me de-risk execution and provide more accurate representation to stakeholders." 3/ Take time to process and reflect Why: Feedback can sting at first contact. Taking time to process it helps you manage your emotional response and consider it objectively. You can then identify key takeaways and develop a plan for implementing changes. How: "I appreciate your feedback on my communication style. I want to take some time to reflect on your suggestions and consider how to incorporate them into my interactions with the team. Can we schedule a follow-up meeting to discuss my action plan next week?" 4/ Express gratitude and close the loop Why: Expressing gratitude shows that you value the person's time and effort in providing feedback. Following up proves you’re serious about improving. How: "Thank you for sharing your feedback on my project estimations. Your input on factoring dependency review timelines has given me valuable perspective. Attached is the revised proposal based on your suggestions. I welcome any additional feedback you may have." PS: Feedback is not all-or-nothing. Even if you don't agree with everything, there's usually something valuable to take away. PPS: How gracefully you handle feedback directly correlates with whether others will give it to you (again). Image Credit: Roberto Ferraro

Feedback is a gift, even if it stings. Especially when it comes from your boss. And with end-of-year reviews around the corner, timing is everything. What most do when receiving feedback: ↳ Get defensive and shut down ↳ Take it personally, not professionally ↳ Miss the growth opportunity within 7 ways to transform feedback into career gold: 1. Master the first response ↳ Stay calm and collected ↳ Show openness to learn 2. Decode the message ↳ Look beyond the delivery style ↳ Focus on actionable insights 3. Ask smart questions ↳ Seek specific examples ↳ Request clear success metrics 4. Document everything ↳ Write down key points raised ↳ Note suggested improvements 5. Create a visible action plan ↳ Show your boss you're serious ↳ Set clear milestones for change 6. Schedule progress updates ↳ Don't wait for next year's review ↳ Take initiative to show growth 7. Turn criticism into coaching ↳ Ask for resources to improve ↳ Treat your boss as a mentor The best employees don't just hear feedback. They make their boss notice the change. What's your best tip for handling feedback? Let me know in the comments. ♻️ Repost to spread career wisdom 👉 Follow Lauren Murrell for more like this

Delivering constructive feedback is part of leadership. The goal isn’t to avoid these conversations, but to approach them with the mindset of driving results and encouraging behavior change. The challenge is that feedback often means delivering a message you know the other person may resist. That’s why it’s not just about what you say, but how you say it, because if the person becomes defensive, the message won’t land. In my experience leading teams, this is how leaders can have conversations that drive results while still making their people feel supported and motivated: 1️⃣Put yourself in their shoes. If your performance was holding you back, you’d want to know. But you’d also want to be told in a way that respected your effort and potential. That’s the perspective leaders need to take. 2️⃣Start with appreciation. Anchor the conversation in value. Recognize what the person is doing well, then connect feedback to how they can have an even greater impact. This shows you’re investing in them, not criticizing them. 3️⃣Frame your words carefully. Framing makes all the difference. If you accuse, people defend. If you share perceptions—“This is how it’s being received”—you open space for dialogue. That’s when people feel safe to explain their intent and work with you on solutions. The real goal is for them to know you’re on their side. You’re having the conversation because you see their value and want to help them be their best. When leaders approach difficult conversations with the intent to support, invest, and help their people grow, those conversations stop being difficult. They become constructive. 📌How do you approach constructive feedback?

My workshop feedback method has a 100% response rate — and uses zero forms. I ditched post-workshop surveys because… no one filled them out and the ones who did wrote things like “Great workshop 🤗 ” (helpful… ish ⁉️ ). So now I use my four-question, four-colour sticky-note system at the closing of a workshop. It’s fast, visual, and human. It surfaces real language, real commitments, and real insight. Reflection becomes baked into the workshop instead of bolted on. Here’s the magic. I ask everyone to respond to these phrases individually 🟡 “I learned / liked / aha!” - Quick bursts of insight. One idea per sticky. No faffing. 🟢 “I will…” (What ideas do you plan to implement immediately?) - The gold. Actual commitments. I can instantly see what’s going to live beyond the room. 🔴 “I wish…” (What support do you need or what else do you wish we had explored today?) - Constructive, honest improvement ideas and what they need to succeed post-workshop. Better than any anonymous text box. 🔵 One word (What single word best describes your overall reaction to the session?) - These become my word cloud*, and it tells me the emotional temperature in one glance. Then, in small groups, participants choose their top insights, star them, and share them with the room. It turns into this joyful moment where you can see what activities really landed and what learning truly stuck. Impact? • I can literally see what resonated. • The “I will…” notes show behaviour change starting before people even leave the room. • The “I wish…” notes help me evolve each workshop immediately. • And the one-word cloud gives me a pulse check that’s surprisingly accurate. (see word cloud from 10 workshops* - 210 words - in comments) Yes, I still type them all into a spreadsheet by hand (there’s something human and connective about reading people’s handwriting). Then I let AI help me spot themes and patterns. It’s simple. It’s human. It works. And gives clients tangible, meaningful insights... Curious: how do you gather feedback that actually helps you get better? #PlayMore #JudgeLess #feedback #facilitation