Many people find both giving and receiving constructive feedback daunting, but embracing feedback is key to fostering personal and professional growth. Mastering this skill, however, requires practice and understanding.

In leadership roles, feedback flows in multiple directions. You not only receive feedback but also need to provide it to your team. Knowing when and how to give feedback, how to solicit it constructively, and when to hold back requires finesse. The goal is not just to express opinions but to ensure that feedback is actionable and beneficial.

This guide will explore practical tips and guidelines for discerning valuable feedback, creating a supportive feedback culture, and using feedback effectively to achieve desired outcomes. Whether you aim to refine your feedback delivery or cultivate openness to receiving insights, mastering these nuances will enhance your career development and improve team dynamics.

The purpose of feedback: Understanding it's role

Feedback serves as actionable information for enhancing performance or behaviour, and it can be either motivational or developmental. According to Doeschka De Jong, PageGroup Talent Development Partner, using feedback constructively improves performance. Effective and motivational feedback should include context, behaviour, impact, and next steps. Detailed feedback helps individuals understand and utilize constructive criticism as a developmental tool for improvement.

Feedback is crucial in a work setting, guiding improvements that directly impact outcomes. This approach effectively sifts through feedback, filtering out irrelevant or untimely suggestions. If feedback doesn't contribute to improvement, its value diminishes.

Similarly, if current performance or behaviour meets expectations, feedback might be unnecessary at that moment. Thus, the essence of feedback lies in its potential to foster growth and refine outcomes. It serves as a compass, steering individuals and teams toward higher standards and enhanced effectiveness.

Embracing this perspective ensures that feedback remains purposeful and impactful, driving continuous development and achievement in professional endeavours.

Disparity between feedback and opinion

Giving feedback fundamentally differs from expressing opinions. Feedback provides objective data valuable for improvement, while opinions are subjective, shaped by personal experiences and perspectives. When sharing opinions, it's assumed the recipient benefits by aligning more closely with your viewpoint. However, this can subtly influence them to conform to your expectations rather than remain true to themselves.

It's prudent to seek permission before offering opinions, allowing recipients the freedom to decline. In contrast, feedback sets clear expectations, guiding actions without imposing personal preferences. This distinction underscores the importance of clarity and respect in communication—ensuring that feedback serves as a constructive tool for growth rather than a veiled attempt to mould others in our image.

By recognising these differences, interactions can foster genuine understanding and development, emphasizing mutual respect and openness to diverse perspectives.

Guidelines for giving effective and constructive feedback 

According to Michael Page, effectively utilising the CBIN model for giving constructive feedback involves crucial steps that facilitate meaningful dialogue.

Starting with Context: This sets the stage by detailing the specific situation with factual accuracy, enhancing the recipient's understanding and empathy towards the feedback's relevance.

Behaviour follows: This entails pinpointing observable actions or patterns that require attention or improvement. This clarity ensures that feedback remains focused and actionable, steering away from vague or generalized critiques.

Moving to Impact: Articulating personal thoughts or emotions provoked by the behaviour provides essential context for why change is necessary. This step fosters empathy and understanding, encouraging the recipient to grasp the broader implications of their actions.

Finally, Next Steps: This outlines clear paths forward, collaboratively deciding on actions for improvement or resolution. The recommended pause post-Impact allows for reflection, ensuring that decisions are deliberate and not rushed.

By adhering to the CBIN model, feedback sessions become structured, respectful, and productive. This systematic approach not only clarifies expectations but also nurtures a culture of continuous improvement within teams.

Each step empowers both the giver and receiver of feedback to engage constructively, fostering professional growth and mutual respect. Thus, mastering these skills ensures that feedback processes are not just effective but also transformative, enhancing individual and collective performance in the workplace.

You can also read: 

• Gig worker laws every HR should be aware of in Australia
• What is Hot Desking? Everything you need to know about this workplace trend
• Elon Musk threatens to ban Apple devices in his office if ChatGPT is integrated

Guidelines for receiving feedback

When feedback is structured using Michael Page's CBIN model, recipients are more likely to respond calmly. However, there are occasions when feedback triggers an unexpected reaction, deviating from their usual demeanour. This phenomenon, known as SARA (Shock, Anger, Resistance, Acceptance), encapsulates the emotional journey individuals undergo upon receiving feedback.

Shock marks the initial response, often characterised by disbelief or denial, especially if the feedback contradicts personal perceptions. Subsequently, as the implications of the feedback sink in, shock may give way to anger or anxiety, fuelled by the realisation of its implications. Resistance follows, as individuals grapple with the prospect of change, which can be uncomfortable or challenging.

Yet, through this emotional process, individuals eventually arrive at acceptance. By engaging with and processing the feedback, they reach a point where they acknowledge its validity and embrace the opportunity for growth. Ultimately, this journey through SARA is pivotal in leveraging feedback constructively, enabling individuals to enhance their professional capabilities and effectiveness in their roles.

Mastering the art of constructive feedback is essential for career growth and team success. Embrace feedback as a catalyst for improvement, using structured approaches like the CBIN model to ensure clarity and respect in communication. Start refining your feedback skills today to foster a culture of continuous development and achievement.