Feedback and Organisational Culture

Feedback Provided Correctly Can Build Powerful Relationships.

An organisation that does not provide structured mechanisms for Feedback Conversations will likely find that its staff feel disenfranchised. Yet we see this issue arise in many organisations, even in large government bureaucracies.

According to the cambridge dictionary feedback is “information or statements of opinion about something”, although some might prefer the alternative meaning being “the sudden, high, unpleasant noise”! Too often these well intentioned conversations are regarded as negative, or corrective, where the recipient is immediately on the defensive before the discussion commences.

The ability to provide and accept feedback in an objective, respectful manner can have an incredibly positive cultural benefit for an organisation and individual leaders. It can help to enhance personal growth in recipients and build stronger, more authentic relationships within the organisation and is often cited by high performing sports teams as one of the key ingredients for improved connection and performance.

When individuals can hear respectful feedback, presented with a factual base, with an appropriate positive objective and genuine mindset, the results can be startling, improving motivation as trust is built that the conversation is coming from a genuine care for the individual and their personal development. This applies for positive, developmental and corrective feedback.

Leaders that ensure that staff receive validation, acceptance and that personal and professional growth is a long-term journey punctuated by step-changes in personal perception encourage team members to contribute their best, knowing that their input will be objectively assessed and their personal growth supported.

Our Certified Coaches have helped thousands of people grow, in both their personal and professional lives. Explore our Feedback Conversations program to help build this critical leadership and organisational capability.

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