Guidance: Ideas for getting/giving/encouraging praise & criticism

Ideas for Getting, Giving, and Encouraging Praise & Criticism

Building a Culture of Radically Candid Guidance

  • To foster a culture of guidance, it's essential to get, give, and encourage both praise and criticism.
  • Guidance is considered the "atomic building block" of management but often creates discomfort, which must be embraced to create cultural change.

Soliciting Impromptu Guidance

  • Embracing discomfort is key to fostering an environment that supports open criticism.
  • Leaders should set an example by openly receiving and reacting constructively to criticism, demonstrating a desire for genuine feedback.
  • Techniques such as having a go-to question ("Is there anything I could do or stop doing that would make it easier to work with me?") and allowing for uncomfortable silences can encourage team members to provide real feedback.

Public Criticism and Rewarding Candor

  • Public challenge can solidify credibility as it shows leaders welcome criticism and are willing to address issues.
  • When leaders react well to public criticism, it lays the foundation for a transparent and responsive feedback culture.
  • Rewarding feedback through visible actions or changes in behavior encourages more open critique from the team.

Implementing Systems for Ongoing Feedback

  • Using simple systems like "Management Fix-It" weeks encourages reporting and prioritizing management-related issues, fostering operational improvements.
  • Another approach, like putting an orange box for anonymous feedback submissions, facilitates open feedback in larger teams by ensuring all voices are heard.

Giving Impromptu Guidance

  • The importance of being humble and helpful when delivering feedback. Leaders should provide clear, specific examples in their guidance to avoid ambiguities.
  • Offering immediate feedback is crucial. Delaying feedback can dilute its effectiveness and relevance.
  • Guidance should be brief and to the point; prolonged feedback sessions can be less impactful and overwhelming.

Emphasizing Personal Involvement in Feedback

  • By personally engaging in feedback processes like taking notes during discussions, leaders show their commitment to understanding and addressing team issues.
  • Ensuring that feedback, both positive and negative, is given in appropriate settings to maximize impact and understanding.

Leveraging Tools and Techniques

  • Suggested tools include Management Fix-It weeks for addressing ongoing management issues, and simple, immediate systems like an orange box for continuous feedback.
  • Leaders are encouraged to be innovative in creating feedback mechanisms that align with organizational culture and the specific needs of the team.

Conclusion

This chapter outlines detailed strategies and methodologies for encouraging and refining feedback within teams. Emphasizing the reciprocal nature of feedback, the importance of creating a trusting environment, and the value of immediate and clear guidance underpins the necessity for integrating these practices into daily management routines for enhanced team dynamics and effectiveness.