• Have your people been to training on feedback or conversations?• Do you feel the culture is not transforming enough as a result?• Is the ‘people noise’ still too loud?• Does your organization value the development of others?• Do you work in a matrix environment where it becomes hard to stay on top of everyone’s capability?

Fixing Feedback

“Success is never about your claim to scare resources. It’s always about your resourcefulness”. Tony Robbins

Whilst people’s intent to give others feedback is typically good. It is still not translating into enough actions or the actions may be damaging. We are still avoiding or poorly handling conversations with each other, either in the moment or in our formal catch-ups.

What if there was a better way? Well there is. Getting into our ‘Feedback Flow’. High performance organisations do this.

The ‘people noise’ in organisations continues to remain; dissatisfaction with colleagues and leaders, damaging workplace gossip and issues escalation to name a few. Unfortunately it’s become our constant. People are more poor time than ever, meeting deadlines and commitments suffer and we continue to talk about each other behind each other’s back. It’s not helpful and more importantly it festers.

So what suffers? Performance and Productivity. Getting things done has become harder than it needs to be.

Why? We need to fix our feedback.

HighProfit

LowProfit

PerformanceManagement

RegularFeedback

FeedbackFlow

Time High performanceorganisation

Low performanceorganisation

Pro

ductivity

‘Teach’ is about educating leaders and employees how to receive and give feedback. It creates awareness for participants to understand their communication style and the impact it has on themselves and others. It teaches the skills and tools to have and receive feedback and allows for practice for the learning to become tangible.

‘Implement’ ensures that what you learn does not fall into the category of good but forgotten. It allows for mentoring outside the workshops. Ensures commitment through the drive of processes and systems for the new skills to be used. It creates an underlying renewed motivation to keep the new initiatives in place so they become part of the culture.

‘Assess’ means that we don’t forget why we are doing this and improve regularly. It allows us to measure the impact of the new landscape, report back to the organisation so they can see the difference. As a result we are able to improve what is working and amplify the change.

When we do all three we create a frequency of accountability that feeds itself so giving and receiving becomes an inevitable part of the way you do business. You and the organization are in your ‘flow’.

The programFixing Feedback is about creating a cultural cadence. It’s more than feedback loops. It’s about creating a self-sustaining flow that feeds itself and becomes effortless. The outcomes of this will;

• Eliminate dependence on performance management systems

• Significantly improve greater productivity

• Create a culture of accountability and commitment

• Evolve authentic transparency and openness… really

• Allow individuals to own their own development

Talk to Georgia Murchgeorgia@canwetalk.net.auwww.canwetalk.net+61 402 252 791

RegularConversations

Performance Management

Hopeful Feedback

Teach Implement

Assess

Feedback Flow