We wrapped up our last Academy of 2017 in November. In the below guest blog post, Stephanie – who has been a Next Jumper since 2016 – shares her key takeaways from the 3-Day Workshop and why this Academy was different from the others.
Like learning an instrument or sport, it takes practice to become better at giving and receiving feedback. At our last global Leadership Academy of 2017, we invited leaders of the Department of Defense and private sector to explore how to bake feedback into company culture. More than ever, we’re finding that employees need to build “feedback muscles” to become better decision-makers and collaborators in today’s competitive business world.
From our action-packed week, we want to share key takeaways in building a culture of feedback and why it matters:
1. Organizations that focus on continuous innovation increase their chances of “winning” — we call it Work 3.0, where the team environment set-up comes first.
2. How do you train leaders and adaptive learning teams in the 21st century? By making them better decision-makers. At Next Jump, employees go through the “Decision-Making Gym” to practice making decisions, receiving feedback, and iterating.
3. Getting a lot of feedback doesn’t guarantee performance, but not getting feedback guarantees failure. Regardless of whether the feedback is positive or negative, high-performing leaders and teams receive feedback on a consistent basis.
4. Teams with a learning mindset outperform those with a results-only mindset. Creating space for team members to experiment, fail, reflect, and iterate shapes elite-performing teams in the long-run.
5. To begin baking in feedback rituals in your organization, we recommend starting in a few areas:
- Events-based or technical feedback: has your team recently held a group meeting, product demo, or initiative? Voice your feedback to the group on what worked, what didn’t work, and how team members can improve moving forward.
- Self-assessment feedback: encourage team members to lead with their self-assessment on a project or initiative, with questions like “How well did I think I did? What could I have done better or differently?” This helps create an open environment for reflection and honest feedback.
6. Lastly, we all know that receiving feedback can be tough sometimes. That is why it is important to have a recovery process – usually with a peer or coach – to help digest the feedback, find the gold, and brainstorm ideas on how to action it moving forward.
Ultimately, we can’t fix what we don’t know. Baking feedback rituals into your organization’s culture helps accelerate learning and development at all levels.
Click here. to learn more about building a culture of feedback.
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