hi everyone :)
almost everywhere i turn to these days, i’m either giving feedback or i’m on the receiving end.
in my world, there’s an emphasis on getting stuff done.
but there’s also always an emphasis on getting things done, the right way
and by extension, there’s an emphasis on getting things done the right way, quickly.
here’s the catch though- getting things done the right way quickly requires is often accompanied by FEEDBACK.
So if you’re in the business of getting things done the right way and quickly, be ready for mountains of feedback to rain on you.
it’s not a curse or blessing. it’s really only what you make of it.
but a lot of feedback is content. and content, my friends, is free.
some people are paid to give feedback. but a lot of people are also not paid to give feedback.
you’d assume that most people who are paid to give feedback should know how to give quality feedback.
as someone who lives and breathes the “getting stuff done the right way quickly”, i’m inundated with feedback every minute.
hence why i wanted to give some feedback on some of the best feedback i’ve gotten.
before diving into the content of your feedback, consider getting all the data for context.
feedback without context is like prescribing medicine without a diagnosis—well-meaning, but reckless and ultimately harmful. don’t try it at home- or anywhere.
bottomline: feedback is ultimately worthless without sufficient context.
time and time again, when we’re approached for feedback, we are so excited and so ready to give out our hearts.
we have the right intention but without the right context, even the best feedback can miss the mark—or worse, frustrate the person on the receiving end.
okay dulra- how do we give feedback?
well i also don’t know 1000% but from experience, here’s what i wish everyone who gives me feedback considers first.
acknowledge precedence:
when someone’s coming to you there’s a solid chance they’ve either thought about solutions to the problem or they’ve already spoken to quite a few people.
in other to give the best feedback, it’s highly important that you don’t waste your time and waste their time regurgitating what’s already been said to them.
there’s only one way to know this- ask them. have they spoken to anyone else?
ask them what feedback they’ve been given before.
did it work? is it not working? is that why they’re coming to you? ask them what they thought of the feedback they last received.
you may not even need to give your opinions; you might just need to help them interpret the feedback they’ve been given.
but if you jumped straight giving them more feedback, there’s a chance they’ll suffer from feedback fatigue and your feedback would cause them more stress than good.
second, acknowledge their instincts.
ask if they already thought about any ideas before coming to you.
that way you get to understand their thought process.
you help them hear themselves by talking to you, and even more so, help them see where they need the most help.
most people don’t even realize they have a problem until they say it out loud.
remember, feedback isn’t just about giving opinions.
sometimes, it’s about being a sounding board.
helping someone connect the dots in their own thinking is often more valuable than providing a list of to-dos.
at its core, great feedback isn’t about showing off your expertise—it’s about empowering others to take action.
the best feedbacks are mirrors, reflecting the strength and superpower of the person receiving it.
by prioritizing context, asking the right questions, and acknowledging what’s already been done, your feedback cuts through the noise.
So, the next time you’re asked for feedback, take a moment to pause, listen, and gather the context.
you’ll save everyone time and energy—and make your feedback infinitely more effective especially if they’re looking to get stuff done, the right way, quickly.
alright. ttyl.
dulra <3
= an excellent description of good coaching!! 🙌👍👌👏