Do you play front and center or from behind and to the side? Do you engage your team mate directly to help him “up his game”? Or do you do it through others? The coach, the other players, the water boy? Where does your energy go when you think about giving feedback (up, down, out, in)? What’s the energy you hold when you provide it?
I get to work with people on feedback quite a bit. Giving it. Receiving it.
Fearing it. Loving it. Making sure it is in service of. Cleaning it up so it’s not personal. Cleaning it up so it actually helps. All in service of creating better results, better relationships, smarter collaboration, safety for risk taking, and ultimately cultures and leaders that inspire trust and the best results possible.
As always, I notice trends. I notice when people are careful. And why. When they pull their punches. And why. When they sabotage the feedback. And why.
When they avoid it. And why. When it gets totally distorted. And why. When it’s productive or not. And why. It’s a simple, yet complex game. And one that is important in creating trust and good results in your organization.