Strengthen the feedback culture
Feedback is not a judgment, interpretation, evaluation, provocation, or accusation. Its true value lies in sharing what you observed and experienced — as an invitation for a constructive exchange with the other person.
The benefits of fostering a strong feedback culture
„Curiosity always comes first in a problem that wants to be solved.“
Galileo Galilei
In collaboration, giving feedback is the simplest way to eliminate misunderstandings and uncertainties. Feedback is related to how we perceive others as well as our own self-perception. This personal perception is selective, situational, and shaped by subjective interpretation.
Selective, because I only perceive what appears meaningful to me. Situational, because any behavior is largely shaped by the specific situation and only makes sense when that situation is taken into account.
Subjective, because it is tied to an individual’s value system, which determines what someone experiences as positive or disruptive — and what not.
How does mutual feedback create impact?
“I’m unsure what might happen if I say something now. So maybe I’d better keep quiet… right?”
Or I can choose to give feedback, because my feedback may…
- help support behavioral change
- help others work more purposefully
- show people that they are on the right track and encourage them to continue
- initiate constructive problem-solving
- promote personal learning processes immediately
- increase motivation — both for myself and others
- support self-assessment
- increase influence: for both the receiver and the giver of feedback
- create a stronger link to the actual task at hand
- support identification with the work environment and the planning of professional development
- help assess suitable or unsuitable offers during negotiations
- make it easier to evaluate the quality of initiatives or decisions
PERCEPTION → IMPACT → DESIRE
How can I give effective feedback?
I start with my perception: What did I notice? What did I see? What concrete examples can I describe?
Then I talk about the impact: How did this affect me? What consequences does it have for me, for the team, and for accomplishing our tasks?
Finally, I express specific wishes: What behavior would I prefer instead? What exactly should change? How can I support this change?
Giving effective feedback means…
- expressing yourself with a respectful and appreciative attitude
- avoiding hurtful or demeaning language
- using “I-messages” (“I notice…”)
- mentioning both positive and negative aspects
- being constructive and concise
- referring to concrete examples
Receiving feedback effectively means…
- seeing it as an invitation, not a demand
- being open to feedback
- listening without interrupting
- asking questions to deepen understanding
- deciding for yourself which parts of the feedback are relevant and which are not
To strengthen the overall feedback culture in an organization, many approaches are possible. Annual performance reviews, team workshops, leadership and collaboration guidelines, or targeted training sessions for practicing feedback conversations all help improve feedback skills among leaders and employees.
Get in touch with us. We will support you in introducing these tools.
Let’s take the first step together.
Every transformation begins with dialogue – sometimes with just one question, sometimes with a short exchange. Tell us what drives you. We listen carefully, provide fresh impulses, and help you discover effective paths to further develop your goals.
Contact us by phone or email – we look forward to starting the journey with you.
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