My latest post at HBR: Building a Feedback-Rich Culture:
As an executive coach and an experiential educator, I’m a passionate believer in the value of interpersonal feedback. To become more effective and fulfilled at work, people need a keen understanding of their impact on others and the extent to which they’re achieving their goals in their working relationships. Direct feedback is the most efficient way for them to gather this information and learn from it.
But the form that most interpersonal feedback takes — a conversation between two people — can trick us into seeing it as a product of the relationship when it’s equally (if not more so) a product of the surrounding culture... Read the rest at HBR.
This post is an extended update of an earlier version on this site, with actionable steps for each of the four essential elements of a feedback-rich culture, as well as links to relevant research. It's part of an HBR Insight Center on Culture That Drives Performance, which includes posts on The Defining Elements of a Winning Culture and The Three Pillars of a Teaming Culture.
Thanks to Lisa Burrell for inviting me to participate.