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.
A few weeks ago, we concluded our last global Academy of 2017. For this Academy, our focus was sharing our lessons learned in developing a culture of feedback with organizations such as the Department of Defense and top financial institutions. What we’re finding is that more than ever, employees need training to build their “feedback muscles” in order to become better decision-makers, collaborate better in teams, and ultimately thrive in today’s competitive market.
From our action-packed week, we want to share with you the key takeaways from Academy in building a culture of feedback and why it matters:
1.Organizations that are designed for continuous innovation increase their chances of “winning” in today’s business world – we call it “Work 3.0,” where organizations must train adaptive learning teams to gain an edge in the market and invest in employee development.
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 train decision-making skills, get feedback, and iterate.
3. Getting a lot of feedback doesn’t guarantee performance, but not getting feedback guarantees failure. Regardless of whether positive or negative, high performance leaders and teams are receiving feedback on a consistent basis.
4. When creating a Culture of Feedback, setting up the environment is key. Research shows that critical feedback is interpreted differently when teams hold a results-oriented mindset as opposed to a learning mindset. Creating an environment where employees have a learning mindset and space for failure will help shape elite-performing teams in the long-run.
5. There are a few places where employees can practice giving feedback to build up their feedback muscles
a. Technical skills feedback: whether it’s a code review or client call, this type of feedback helps employees grow technically and professionally.
b. Events-based 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 as a team you can improve moving forward.
c. Self-assessment feedback: encourage team members to lead with their self-assessment on a project or initiative. This helps create an open environment for reflection and honest feedback.
6. As we all know, receiving feedback can be tough – it is often badly delivered, poorly phrased, or hard to hear. That is why it is important to implement a recovery process to find the gold and figure out what resonates or doesn’t resonate.
Ultimately, feedback is data from other human beings – data that can help inform our own decision-making.
Interested in learning more about feedback? Visit here.
Interested in learning more about Academy or attending a future one? Visit here.