Two quick checklists to turn paralysing feedback conversations into purposeful performance step-ups 

Authors: Katy Tuncer, Vojislava Cekerevac, Joanne Roberts

Introducing Fresh Feedback

Feedback is like food, it fuels individuals, teams and businesses to grow and develop.

However, as we place more focus on compassion, inclusion, innovation and mental wellbeing, in the face of a stressful global environment, this lever of performance uplift seems to be ailing.  

More than ever, we need to help leaders overcome fear and the many perceived and actual risks of getting feedback “wrong”. 

To help, we are revealing one of our most powerful (and rapid) enablers of performance uplifting feedback conversations for growth businesses: The Fresh Feedback checklists. 

A proven method for effective feedback

On our programmes, participants define their unique versions of great feedback – and a big aha moment is always that the receiver is the lead player. Moreover, the mindsets of both players trump techniques, scripts and methods EVERY TIME. 

Having trained [500] scale-up leaders in Fresh Feedback (part of the HorizonMethod) we have seen plenty of transformational journeys and we know that there is no one-size fits all solution.

Enter the Fresh Feedback checklists…

Ultimately, Fresh Feedback depends on a willing conversation that’s focussed on performance and results, between two willing participants. One’s generous, the other is greedy.

We have found that explicit discussion on the intentions and mindsets can lead to transparency, trust and ultimately performance uplift.  Conversations get easier.  Tears, fears and mistakes don’t paralyse the conversation.   

To help leaders do this, we have created two checklists. A joint investment of 30 seconds can set the conversion up for purposeful impact. 

By frequently referring to these checklists, a more feedback-appreciative culture can be fostered, one that is eager to receive feedback and sees it as a valuable tool for improvement.

In setting the right mindset, aligning and clearly communicating intentions beforehand, the “battle” can be prevented and the conversation is more likely to result in a significant performance step-up (on both sides).

Phot by Kulbir from Pexels

To learn more about the HorizonMethod and our programmes, get in touch.

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