Here's how you can foster a culture of feedback in your IT Strategy team.

Feedback is a very valuable tool if used correctly. It empowers the employee and improves productivity. It should be done at regular intervals and progress monitored. If any help in terms of counseling, training, coaching or mentoring is required, it should be extended

Creating a culture of feedback in your IT Strategy team is crucial for continuous improvement and innovation. Here are some additional insights: - Regular Check-ins: Implement regular feedback sessions to normalize the process and make it part of the team’s routine. - Feedback: Provide anonymous feedback channels for those who may be hesitant to speak up directly. This can help gather more honest and diverse perspectives. - Psychological Safety: Ensure team members feel psychologically safe to share their thoughts without fear of judgment. This can significantly boost creativity and problem-solving. By fostering openness, you not only enhance team dynamics but also drive better strategic outcomes.

Absolutely, having regular feedback from your team can be like hitting the jackpot. It provides invaluable insights into each team member's status, needs, and areas for improvement. With this information, you can better support your team, plan project activities, and set realistic deadlines. Moreover, it's an opportunity for knowledge sharing and growth, where team members can learn from each other's experiences and expertise. Additionally, you can use feedback sessions to introduce new technologies and brainstorm innovative ideas, fostering a collaborative and forward-thinking environment. #FeedbackCulture

Foster a culture of feedback in your IT Strategy team by promoting open communication and transparency. Encourage team members to provide constructive feedback regularly, emphasizing its value in personal and professional growth. Lead by example by soliciting and acting on feedback yourself. Create a safe and respectful environment where everyone feels comfortable sharing their thoughts and ideas. Implement regular feedback sessions, both formal and informal, to discuss project progress, challenges, and opportunities for improvement. Provide training on giving and receiving feedback effectively to enhance communication skills. Recognize and reward individuals who actively participate in the feedback process, reinforcing its importance.

Always set expectations first, that way everyone knows what is expected from the door. Training is an absolute must. Train, train, than train some more. You also have to embrace change, because everyone brings something different to the table.

More than empowering, we must create an environment where risks and failures are not seen as obstacles, but as essential steps on the ladder to success. Foster a culture of feedback by embracing openness. Encourage your team to share their thoughts and ideas freely without fear of negative repercussions. This means creating an environment where all feedback, whether positive or critical, is welcomed and valued. This mindset creates an environment where experimenting is encouraged and failing is allowed. It is a place where the fear of making mistakes does not prevent action, but rather fuels the courage to keep trying and innovating.

Clear expectations regarding feedback are crucial. Explain to your team that feedback should be goal-oriented, specific, and actionable. It's not about pointing fingers but about finding ways to improve both individual and team performance. Establish regular feedback sessions and ensure that they are structured to be productive. This regularity not only normalizes the feedback process but also ensures it's geared towards continuous improvement rather than sporadic criticism.

Training in feedback skills can significantly enhance team communication and reduce anxiety, fostering a more productive and open IT strategy environment.

A positive and open culture of feedback starts with you as the leader. This is a great opportunity to lead by example - with humility, curiosity, and clarity. Be humble by acknowledging and accepting without bias the feedback from your team members, even if it reflects negatively on you. Be curious by soliciting their opinions directly and demonstrating your ability to hear and listen even when it's difficult. Have clarity when you give your feedback - speak to the process and the decision making, not to the individuals or group. Your level-headedness help sets the tone and example for the team, and you gain the ability to hold them accountable when they stray.

I believe that people don’t follow words; they follow attitudes. Leading by example is essential to creating a strong culture. Therefore, be respectful, listen carefully to people, and give and receive sincere feedback. Being proactive and contributive will reverberate throughout your team.

En este caso recomiendo organizar reuniones regulares con el equipo para revisar el progreso del proyecto y fomentar la comunicación abierta. Durante estas reuniones, asegurarse de proporcionar retroalimentación constructiva a los miembros del equipo de manera positiva y alentarlos a que ellos también compartan sus opiniones y sugerencias. Implementar retroalimentación 360° donde cada miembro del equipo reciba retroalimentación no solo de mí, como líder, sino también de sus compañeros de equipo y de otras áreas de la empresa con las que colaboraban, también sirve para conocer que nuestras palabras concuerden con nuestras acciones.

Realizaba reuniones semanales breves con cada miembro del equipo para discutir sus metas, avances, desafíos y oportunidades de mejora. Durante estas reuniones, no solo proporcionaba retroalimentación específica y relevante sobre su desempeño, sino que también alentaba a los miembros del equipo a compartir sus propias percepciones y opiniones. Además, les ayudaba a establecer metas alcanzables y medibles, y les brindaba el apoyo necesario para lograr su éxito.