Messaging and massaging feedback into our culture: A video chat with Nadia (3/3)

And just like that…

…Nadia and I reached the final part of our video conversation about feedback.

I loved our entire conversation about feedback. Episode 1 unpacked it (the why and what), episode 2 analysed it (the how, when, where), and this episode is bringing it home and to a whole new level: US, all together.

For someone who craves individual change in the service of collective transformation (towards ever healthier societies and a healthier planet), this is the holy grail: how do we harness feedback not just in the space of a nice conversation, between two people, but everywhere, all the time, with everyone, and for everyone else to see and draw inspiration from…

So yes, we covered a myriad of topics in this rich episode:

We brushed through different lenses that help stimulate a healthy culture of feedback: growth mindset, tolerance for failure etc. A positive ‘mindset’ is so important for change, as testified by this infographic shared on Twitter by the fabulous Helen Bevan.

We considered how having “some feedback about feedback”, or at least a conversation on how feedback is being practiced in the group, is a simple but useful and powerful first step, which reveals more than the tip of the feedback iceberg. Taking that step back is a little like “having a meeting about our meetings” that Nadia suggests in this welcome provocation.

Management plays a mirroring and amplifying role vis-à-vis the feedback culture of a given group…

We obviously reflected on the role of management, the top leadership, the human resources teams or departments, how they can couple or decouple feedback with formal assessments, and how they also hold a part of the solution by mirroring useful practices – or precisely not, then adding to the gospel of “Do what I say, not what I do”.

We also flickered through the Liberating Structures (LS) repertoire to see what structures might come in handy to understand, discuss or act upon a feedback culture in the team/organisation. And we actually used quite a few of these structures in a feedback training workshop we gave to a client organisation earlier this year with Nadia. We were left feeling there was even still so much more that could be done about feedback, with LS and generally. Our conversation reminded me that Liberating Structures bet on changed practices by focusing on modifying the everyday behaviours and actions rather than modifying the values or principles that guide those actions.

So what is the surer way to embrace, or expand, a culture of feedback?

Tell us what you’ve tried, or what you’ve witnessed around you.

Tell us if anything from the video below resonated with you or not…

And also tell us if there’s any topic related to collaboration and facilitation that you’d like Nadia and I to think and talk about…