What are some of the best practices for giving and receiving positive feedback as a leader?

Na minha experiência dar feedback é como uma conta corrente. Para sacar (dar feedback negativo) você tem que ter crédito (dar feedeback positivo). Acredito que o feedback positiva mobiliza as emoções positivas que fazem a pessoa se sentir bem. Em razão do vies negativo tendendo a ver e focar só no que precisa melhorar sem reconhecer os pontos fortes. Primeiro apresente muitos pontos fortes e depois diga "e" você pode melhorar nisso.

Tailor your positive feedback to each individual’s contributions and strengths. Specific, personalized recognition makes the feedback more meaningful and reinforces the unique value each team member brings.

One of the most frustrating things I hear as a coach is, "I was giving constructive feedback". That phrase has become synonymous with "letting people know what they need to do to improve". The truth is the most effective feedback is a blend of what is working and what could be better. When we give positive feedback, we are letting others know what behaviors are acceptable and desirable. All our feedback needs to be in terms of "keep doing that" or "do this more". Telling people their gaps is not usually helpful, because if it is a gap, they probably don't already know how to fill it!

Well, based on my journey as a seasoned cybersecurity expert, I've found that fostering a culture of positive feedback is like fortifying your digital fortress. It's not just about lauding achievements but also about reinforcing behaviors that align with your security goals. Embrace transparency, celebrate wins, and remember, constructive feedback is the key to building an impenetrable defense.

Here’s the scoop from my experience: Cultivate a feedback-rich culture by modeling positivity. Recognize team achievements promptly and authentically. Encourage peer-to-peer recognition for a more cohesive work environment. Offer training on feedback skills to foster growth. Remember, genuine connections fuel career success. So, mingle, learn,

From my vast experience, cultivating a positive feedback culture is paramount. Prioritize clarity, emphasizing strengths before areas of improvement. Adopt a constructive approach, celebrating achievements while fostering growth. Remember, feedback should resonate, building trust and camaraderie. Consider insights from top contributors, like Teresa Macedo and Ruth Pearce, for effective implementation. Let's empower our teams with a culture that uplifts and inspires

Based on insights from top contributors like Teresa Macedo and Dr. Perpetua Neo, I'd emphasize fostering genuine appreciation. Acknowledge their efforts with sincerity, highlighting specific actions and their impact. Reflect on how their strengths contribute positively. Encourage a culture where peer recognition is valued. Remember, authentic relationships build trust, amplifying the message. Now, integrate these practices into your leadership approach for a truly empowered team dynamic.

Based on insights from experts like Teresa Macedo and Dr. Perpetua Neo, fostering a culture of positive feedback is paramount. Start by celebrating achievements and reinforcing behaviors aligned with organizational goals. Avoid the "but" trap; instead, use "and" to acknowledge strengths and areas for improvement. Remember, genuine appreciation and specific examples fuel a thriving feedback culture

Based on my extensive experience, let's delve into refining feedback practices. Prioritize specificity and timeliness. Be sincere, respecting feelings. Balance praise with constructive insights. Offer concrete examples and encourage reciprocal feedback. Embrace feedback graciously, fostering self-awareness. Cultivate a positive feedback culture by setting clear goals, modeling positivity, and celebrating achievements. Remember, peer feedback fosters community. Now, immerse yourself in this wisdom for enriched leadership.

Algumas pessoas tem dificuldade de receber feedback positivo. Estão tão acontumadas a ver só o negativo que tem dificuldade de reconhecer seus pontos fortes. Por isso é muito oportuno ser específico, dar exemplos, deixar bem claro a presença do comportamento a ser elogiado. Identifique a forma da pessoa entender o feedback e principalmente ressalte com exemplos concretos o crescimento observado.

Recognize and celebrate incremental successes in addition to major achievements. Acknowledging small wins boosts morale and motivates ongoing effort and improvement across different stages of a project or initiative.

The main thing is to tell the person what it is that they did well and why it matters. In strengths spotting, I often encourage people to use the SEA method from Dr Ryan Niemiec. Spot - the strength or the behavior Explain - what you saw Appreciate - tell the person why it was noteworthy and why you appreciated it.

Giving positive feedback is also an opportunity to demonstrate positive empathy. If someone has done something really well - do more than compliment them, get curious about their accomplishment. Express a genuine interest in learning how they did it or why it is meaningful to them. Making positive feedback a curious exchange rather than a one sided conversations gives both of you a chance to savor the celebration - and bonus, it might also create a moment of high quality connection!

This can be done effectively by implementing a 360-feedback system where feedback comes from multiple sources, including peers, subordinates, and supervisors, with a holistic approach which can provide more comprehensive insights and help employees understand how their actions affect others in various roles.

Acknowledge it with genuine appreciation. Expressing gratitude not only shows respect for the giver's recognition but also reinforces the value of their observation. Reflect on the specific actions or behaviours that led to the positive feedback. Consider positive feedback as a learning opportunity.

Use positive feedback as a catalyst for personal growth and development. Identify specific actions or behaviors that contributed to the feedback and consider how you can build on these strengths in future endeavors.

It can be hard to accept positive feedback, especially when we feel that others may not be receiving the recognition they deserve. A simple thank you is all it takes. At the time of the positive feedback, I suggest you do nothing to counter it. If the person is vague in their feedback, you can ask them what you should focus on, and what behaviors they want to see more of. Save the "it was not just me" or "there were lots of others involved" for later. When we give positive feedback and it is tossed back or dismissed it is discouraging and makes it less likely that we will give positive feedback in the future

A cultura do feedback positivo pode ser criada quando temos metas claras e valorizamos os bons resultados. Celebramos, comemoramos, divulgamos e incentivamos as pessoas a buscar mais. Isso não significa não tratar das oportunidades de melhoria, mas sim em primeiro lugar reforçar o que é bom. A que se tomar muito cuidado com a palavra "mas",. Você foi bem nisso, naquilo mas.... O mas joga por terra tudo de bom que foi falado. Deve ser usar o "e". Você foi bem nisso, naquilo e pode melhorar....

As a leader, model the behaviour you wish to see by regularly giving positive feedback to your team members. Foster an environment where peer-to-peer recognition is encouraged. This can be facilitated through regular team meetings, recognition platforms, or informal channels. Offer training and resources to all members of the organisation on how to give and receive feedback effectively.

Look out for opportunities to highlight good work, exemplary behavior. If we all look for these possibilities, we start to build a culture of appreciation. This does not mean that we never raise the specter of something that could be improved, or changed, but it makes it much easier to accept criticism and suggestions for change if we believe that things we do well are just as noticeable

Outside of leading by example, through leaders modelling the feedback behaviour they want to see throughout the organization, it's also important to include positive reinforcement. Specifically to encourage a balance of positive and constructive feedback. While it’s important to address areas for improvement, recognizing and celebrating successes and strengths is equally crucial for employee motivation and morale.

Encouraging team members to recognize and appreciate each other's strengths and contributions can significantly bolster a positive work atmosphere. It's not just feedback from leaders that matters; peer feedback can sometimes be even more impactful as it comes from those working closely on the ground. This practice fosters a sense of community and mutual respect, reinforcing a collaborative and supportive team culture. Integrating structured opportunities for peer feedback into regular team interactions can provide diverse perspectives and foster a more cohesive and empowered team environment.

Feedback integration in performance metrics: organisations could consider incorporating feedback-related behaviours into performance evaluations. Recognizing individuals who effectively give and receive feedback can motivate others to engage in these behaviours.

People love positive feedback. They may prefer money or other incentives. But no one is going to get made at being praised for good work.

Research shows that feedback should be immediate and specific to create the greatest impact. Particularly when you are seeking improvement or enhancement of a skill. The more detailed, and the sooner the better. Lead the coaching conversation with what you have observed going right. Be as helpful and kind as possible to achieve maximum growth. 💫 Another tip and trick to the best feedback is to make sure you have a genuine, authentic, transparent relationship. This will help both sides act to the feedback when the trust carries the message.