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Think your feedback is helping? You might wanna think again! In this post I'm exposing the top 4 myths about feedback that might be doing more harm than good. These feedback myths often prevent us from giving feedback in a way that is trauma-aware and consent-based. I'll also share alternatives for these myths so that you can start embracing more humane, anti-oppressive feedback approaches.
Many believe that feedback exists solely to point out fuck ups or missteps. This reinforces the negative perception of feedback where feedback feels like punishment. Instead, feedback should respond to events and interactions, helping to build trust and encourage growth.
To foster a healthier feedback culture, ask your team how they prefer to receive feedback. This practice encourages an open dialogue and helps individuals feel appreciated for their strengths, not just critiqued for their mistakes.
Annual reviews are often the only time feedback is given, which can create anxiety and stress. When feedback is tied to one specific event, it turns into a dreaded moment rather than a valuable conversation.
Consider making feedback a regular part of your team's routine. Incorporate it into weekly meetings or create informal opportunities for discussion. This ongoing practice helps relieve the pressure and promotes continuous improvement.
It’s common for feedback to flow only from supervisors to employees. This hierarchical approach limits voice and agency for many team members. Everyone in an organization should be able to share insights and suggestions.
If you want to create a culture of feedback, you'll have to encourage staff at all levels to offer their perspectives. I suggest hosting focus groups or feedback sessions to improve collaboration and innovation across teams.
Applying one method of feedback for all can be ineffective. we need to recognize that every person has unique needs and preferences. This means that a one-size-fits-all approach fails to recognize the diversity of experiences in a team.
My suggestion is to tailor your feedback methods to meet individual needs. Consider the context, relationship, and previous experiences of the person receiving feedback. When you customize the feedback you give to the individual, then that approach can lead to more meaningful and impactful conversations.
Sometimes we want to give feedback in ways that truly help and support our team members but if we're holding onto outdated and oppressive myths, it's unlikely the impact we want will actually happen. By unpacking and challenging these myths, we are able to lead in ways that are more anti-oppressive and humane so that we can support the personal and professional development of our team members.
If you enjoyed this blog post, you might also want to download the Feel Good Feedback Guide where I share even more detailed examples and structures about what to do when you're the feedback giver.
Here's a preview of what you will find in this 20ish page Feel Good Feedback Guide:
My name is Petra Vega and I support BIPOC and Queer nonprofit leaders who want to speak up during crucial moments and meetings, even when self-doubt may be getting in the way.
As a Liberatory Leadership Coach, Emergent Strategist, Social Justice Facilitator, and Radical Social Worker, Petra weaves an anti-oppression lens, healing tools and playful possibility into WHO and HOW we lead.
🍄 Want to implement feedback that feels good for the receiver and the giver? Download the Feel Good Feedback Guide (it's free)
🍄 Ready to start unlearning oppressive beliefs and practices? Watch the 'So You Wanna Be Less Oppressive' Workshop Series
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