What happens when we simply ask for feedback?
Sometimes the simplest feedback conversations build the strongest connections.
Last week, I had the pleasure of presenting my keynote, ‘Don’t take this personally, but…’ at the Hospitality in Healthcare Conference in Hobart.
I shared my Feedback Fitness Framework, along with research and practical strategies to help us feel more confident in how we offer, receive, and respond to feedback.
One key message was that we have more choice in how we respond to feedback than we might think.
Immediately after my presentation, Amy White, Operations Manager at ACH Group, shared a powerful story about seeking feedback from residents on something as simple as menu planning.
For Amy, what started as a conversation about seeking feedback about food became something much bigger. It created opportunities for connection, empowerment and, most importantly, for people to feel heard.
Afterwards, Amy and I reflected on how our presentations, although very different, shared the same message.
Feedback is about so much more than performance. It's about people.
As leaders, we can become so focused on offering feedback that we forget the power of simply asking for it.
For leaders, sometimes the most meaningful conversations can begin with one simple question.
You might like to ask yourself:
Where is feedback playing a significant part in your leadership story?
Who could you invite to offer you feedback this week?
What might change if you listened with curiosity rather than judgement?
Building a Feedback Fit culture in your organisation doesn't have to be complicated.
Sometimes it starts with asking, listening and making sure people feel heard.
