The cost and benefits of seeking feedback from your team and peers
From worklife WorkLife Office on August 4th, 2020
Presented by: J.M.Monica van de Ridder, PhD, MSc, Assistant Professor College of Human Medicine, Michigan State University, Department of Emergency Medicine & Learning and Development Specialist Spectrum Health Office of Research and Education
In general, giving feedback is perceived as difficult. People are afraid relationships will be hurt if they give honest feedback. When feedback is sought, feedback providers feel they are invited to give the feedback and this will change the conversation. It makes feedback giving easier.
However, seeking feedback is difficult. When feedback is sought the feedback seeker often feels vulnerable. Many don’t dare to do it because it is perceived as admitting weaknesses or ‘faults’. In many organizations feedback seeking is not seen as a strength, leaders don’t role model it and it is not valued.
If people seek feedback in these cultures it often is done in an indirect way. This results in receiving only praise instead of feedback, or in receiving vague suggestions. Therefore, it is hard to apply this feedback in daily practice. This takes away learning opportunities for the individuals in the organization, and it hinders the development of an open ‘feedback culture’.
In this presentation we will focus on the costs and benefits of feedback seeking, and we will discuss five questions that will help to make your feedback seeking very specific, so it can result in applicable feedback.