Feedback gives us the opportunity to develop. It is a key method to help us improve our ways of living the IKEA key values in practice.
Ask for feedback
As humans we are programmed to think negative thoughts and see problems. As a consequence, our alarm system shoots off when someone says: “Can I give you feedback?”.
To limit this stress response we can instead develop feedback routines (e.g. “me-talk” every second month) and in the meantime actively ask for feedback.
For example, ask your colleagues following:
- When we work together, what do you think are my most valuable contributions? Consider both what I do and how I do it.
- Suggest one thing I should focus on to improve my contribution!
Look to build the future rather than analyse the past – think “feed-forward” rather than “feed-back”
Give feedback
The “I message” is a method of giving feedback where we talk in an honest and straightforward way and still reduce the risk for a stress response. It’s about:
- the situation – when this happens…
- the behaviour – what I see or hear…
- the impact – why I am reacting to it and what I wish would happen instead.
Feedback is a gift. Open it with curiosity
Receive feedback
To grow and develop from feedback, it’s important that we try to climb up the “feedback stair”:
Consider following tips
- Don’t give up. Keep asking for feedback, and say thank you!
- Ask for permission before giving feedback
- Give feedback on the spot or as soon as possible
- Stick to facts and give concrete examples
- It must give value to the receiver, not relief for the giver
- Look to build the future rather than analyse the past – think “feed-forward” rather than “feed-back”
- Feedback is a gift. Open it with curiosity
- As a receiver, seek to understand
Feedback must give value to the receiver, not relief for the giver.
Wheelan, S.A. The handbook of group research and practice, 2005
Practice
These techniques are used in our leadership learning offer, for instance in My Conscious Leadership. Go to My learning for more information.