In the realm of effective feedback, much has been said about models like the Situation-Behavior-Impact (SBI) model and the principles of Radical Candor framework (by Kim Scott). These frameworks have undeniably transformed the way we approach giving and receiving feedback.
I’m using them all the time in my 1:1 consulting sessions with managers, as well as in the leadership programs I’m facilitating. However, as we strive for continuous improvement, it's essential to delve deeper into the underlying mindset that drives our feedback: our INTENTION.
Understanding Your Intention
At the core of every piece of feedback lies an intention. Your intention is the driving force behind why you are giving feedback in the first place. It shapes not only the content of your feedback but also the way it is delivered and received. Even the medium you choose (face-to-face, call, text, email, etc.) has a huge impact. Reflecting on your intention can elevate the feedback process, ensuring it is constructive, meaningful, and aligned with your goals.
Ask yourself: What is my intention?
Why Intention Matters?
1. Authenticity and Trust: When your feedback is rooted in a genuine intention to support the other person’s grow (or the team/organization), it fosters a sense of trust and authenticity. People are more likely to be receptive to feedback when they perceive that it comes from a place of care and support. If you want to make a change, you should care.
2. Clarity and Focus: Clear intentions help you stay focused on the specific outcomes you want to achieve. This clarity prevents feedback from becoming vague or overly critical and keeps the conversation centered on actionable insights. When the other side doesn’t know what you want from him, your intention wasn’t clear.
3. Empathy and Understanding: Considering your intention encourage empathy. It prompts you to think about how your feedback will impact the recipient and how you can frame it in a way that is considerate of their feelings and perspective. Leading with empathy means to take in consideration how the other side will think, feel and react afterward.
Intention Towards the Recipient
When giving feedback, it’s crucial to think about your intention towards the recipient. Are you aiming to build their confidence, correct a specific behavior, or encourage their professional growth? By clarifying your intention, you can tailor your feedback to be more effective and supportive. This means understanding the recipient's perspective, challenges, and goals, and aligning your feedback to support their journey.
We know feedback is a growth engine in every organization.
And we know that the way we provide feedback is crucial.
The extra level, the next level will be to become completely aware of your intention. And you should focus on one only. We cannot tolerate more than that cognitively unfortunately.
The Level of Effect You're Aiming For
Your intention also determines the level of effect you aim to achieve with your goals. Are you looking for immediate behavioral changes, long-term development, or fostering a deeper understanding? Being clear about the desired impact helps in framing your goal in a way that is more likely to achieve the intended results.
Moving Beyond Models
Here are a few steps to incorporate intention into your feedback mindset:
1. Self-Reflection: Before giving feedback, take a moment to reflect on your true intention. Ask yourself why you are providing this feedback and what you hope to achieve. Ensure that your intention aligns with the best interests of the recipient.
2. Communicate Your Intention: Be transparent about your intention (when applicable) when giving feedback. Let the recipient know that your goal is to support their growth and development. This openness can create a more positive and collaborative feedback environment.
3. Listen and Adapt: Feedback should be a two-way street. Be open to the recipient’s perspective and ready to adapt your approach based on their needs and responses. This adaptability demonstrates that your intention is genuinely focused on their improvement.
4. Follow-Up: Show that your intention is not just a one-time gesture by following up on the feedback you’ve given. Offer additional support, resources, or check-ins to help the recipient implement the feedback effectively.
Conclusion
By understanding and articulating your intention towards the recipient and the level of effect you're aiming for, you can enhance the impact of your feedback, making it more meaningful and effective. This mindset shift not only benefits the recipient but also strengthens your relationships and fosters a culture of continuous improvement and mutual respect.
Let me know if you need any further support. I will love to hear about your journey 😊
Please feel free to reach out. I am here to provide further insights and assistance.
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