How we roll – Feedback Edition
The Neu21 Team
At Neu21, we believe that feedback is essential to our individual and collective growth and development.
Recently we came together as a group to talk about what might be holding us back from really leaning into feedback. And we came up with a loose set of principles, to open the door for us all to seek and offer feedback.
Below are some of these principles we’re working to embed and the commitments we’ve made individually on how we’re bringing feedback to life in our everyday interactions.
1) Seek out Feedback, Observations and Different Perspectives
Being more proactive, calling people to receive feedback.
Instead of being open ended and saying something like 'what did you think of that?' actively thinabout 'what would I like feedback on regarding this situation/work/etc? and share this as an invitation.
I’m going to create more space for receiving feedback from others.
2) Assume Positive Intent
Changing my mindset around receiving feedback – it’s not about failure - it's about growth.
I’m going to assume generosity when people give me feedback.
I’ll receive the feedback as coming from a place of caring, not judgement.
3) Get Curious
I’ll have a conversation about the feedback, not decide to either accept or reject it based on one or two sentences.
Decide what to do with the information or insight, and what I might learn from it.
Self-regulation... holding judgement and being aware of defence/triggers.
I’ll be aware if/when a limiting belief is triggered, and work through it (or just sit with it) rather than avoiding situations (like getting feedback) that may lead to a shame spiral.
4) Offer Feedback Regularly
Remember to create the habit of including the space for feedback.
Ask permission first “is this a good time to talk to you about something I’ve noticed?”
Observing situations and behaviours with genuine curiosity, not judgement or ‘that’s not how I’d do that’.
I’m going to be specific in the feedback I’m providing… “clear is kind”.
I will unpack the “discomfort now over resentment later” adage and what that means for me.
Instead of unproductive triangle convos (talking about someone to someone else), asking "what's a good way to approach this with them directly?"
5) Check your assumptions, opinions and judgement… this might look like…
Thinking about some simple criteria for "what's my intent in offering this perspective?".
Think about how to start the conversation when offering feedback, from a place of generosity (not judgement).
I’ll bring compassion to these conversations and leave my own ego at the door.
Ask myself the value and or intent of offering the feedback/observation before I offer it.
I will be okay with how the other person receives the feedback.
We’re having a team day/off-site in a couple of weeks, and we’ll be checking in on how we’re all going with our commitments to offering and receiving feedback/observations. I wonder who’s taken action… who’s leaning into the potential discomfort… who’s being brave and asking for other people’s perspectives?
