The Marginalized Nonprofit Leader’s Guide to Better Feedback

Knowing how to give, ask for, and receive feedback is a super important skill for nonprofit leaders but it can definitely be tricky and challenging to know how to do it well. Here are my recommendations for navigating those complex situations in a way that creates a culture of open communication.

Why Feedback Matters

Feedback isn’t just about criticism; it’s about growth. For marginalized nonprofit leaders, being able to express their thoughts gently and compassionately can lead to positive changes in your organization.

Whether you’re addressing a prickly issue with a boss or trying to express your thoughts with a colleague, offering effective feedback can really strengthen collaboration and improve overall program performance.

How to Ask for Better Feedback

Have you ever felt frustrated by the feedback your manager has given you because it was all negative, all positive or you weren't sure WTF to do with it? Asking for good feedback is essential, especially if past experiences have been less than helpful. Here’s how to approach that:

• Start a Conversation: Before receiving feedback, have a discussion about how you prefer it to be delivered. Do you want immediate input after an event or would you prefer it later when you’ve had time to think?
• Clarify Expectations: Discuss the type of feedback you find constructive versus what feels like control or criticism. This clarity will create a more productive conversation.

Try framing it positively by saying, “I’ve been learning about feedback approaches and would love to try something new together.”

Protecting Privacy and Confidentiality

When seeking feedback from large groups, ensuring privacy is crucial. Here are some steps to consider:

• Anonymity: Design your feedback tools—like surveys—so survey takers can remain anonymous. This encourages honest input.
• Generalize Demographic Information: Instead of asking for specific names, focus on roles or general demographics. This way, you can gauge trends without singling anyone out.

Using anonymous feedback can open the door for more honest conversations, especially in sensitive environments.

Creating a Feedback Loop

You want to make sure that the feedback you're requesting actually gets implemented to improve your program and promotes your mission's impact, consider these steps:

• Define Metrics: Identify the key metrics that matter to your organization. For example, if engagement is a goal, decide how you'll measure success.
• Use Evaluation Tools: Regular assessments can highlight what’s working and what isn’t, allowing for necessary adjustments.

Remember, effective feedback isn't just about collecting responses—it's about acting on them to create better outcomes.

Giving Feedback Without Making Others Defensive

It’s possible to offer feedback in a way that reduces defensiveness. Here are some strategies:

• Build Trust: Before giving feedback, establish a foundation of trust. Ask team members how they prefer to receive feedback.
• Use Specific Examples: Instead of generalizing, provide specific instances that brings your point to life in really concrete ways. This helps avoid the feeling of personal attacks.

For example, instead of saying, “You never listen in meetings,” try, “I noticed you seemed distracted during our last meeting. Is there a way I can help you focus better?”

Handling Negative Feedback Constructively

Receiving negative feedback can be tough. Here’s how to turn it into a positive experience:

• Assess Your Openness: Before diving into negative feedback, check if you are open to it. If you feel overwhelmed, it’s okay to ask for the feedback to be written down.
• Ask for Context: If feedback feels vague, request specific examples. Understanding the context can help you take constructive action.
• Don't (indiscriminately) take feedback from everybody and they mama: As multiple-marginalized people we can be seen as the punching bag for other people's sh*t that ain't got nothing to do with us. It's important for us to discern between what feedback is actually meant to water our potential and what feedback is actually meant to diminish our potential.
• Don't automatically take what the feedback receiver is telling you as truth with a capital T: Avoid treating feedback as an absolute truth. Consult trusted colleagues or friends to gain different perspectives. Asking others, “Have you noticed this behavior too?” can provide valuable context and help mitigate the impact of potentially harmful feedback.

Remember, you have the right to seek clarity and ensure that feedback is meaningful.

Building a Culture of Open Feedback

Creating an environment that encourages feedback at all levels of your organization is essential. Here are some ways to do that:

• Promote Individual Feedback Styles: Encourage everyone to share how they like to receive feedback. This helps create an understanding among team members.
• Establish a Feedback Procedure: Implement my three-step feedback process: a pre-feedback conversation, the actual feedback session, and a follow-up discussion. This structure can help maintain clarity and trust.
• Address Organizational Barriers: Identify and tackle any issues that prevent open communication, like a culture of politeness that avoids difficult conversations.

Engaging Underrepresented and Marginalized Voices

To ensure that feedback reflects diverse perspectives, especially from marginalized groups, consider these methods:

• Ensure Accessibility: Use clear language and avoid jargon. Make sure feedback methods are accessible to everyone. Be sure to include materials in different languages.
• Plan for Participation: Allow enough time for responses and communicate about feedback collection multiple times to reach all voices.

Involving different perspectives ensures that programs are inclusive and effective.

Putting it all together

By approaching feedback thoughtfully—building trust, ensuring clarity, and embracing diverse perspectives—you can transform your organization into a space of growth and open communication.

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:

• Shared Language: Before we get into all the things, let's make sure we're operating from the same understanding. I'm sharing what I mean by consent-based, trauma-aware and generative.
• Methods of Feedback Delivery: I'm sharing 3 ways to ask or reflect on so you have a better sense of HOW, WHAT and WHEN to give feedback.
• Scenario Setup & Suggestions: I'm sharing recommendations for what you can do before, during and post giving feedback.
• Feedback Fuckery: Because I think it helps to see what NOT to do.
• Noteworthy: Naming shit that would be helpful for your feedback to be more likely to be implemented.

THIS IS HOW I CAN SUPPORT YOU...

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