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Why your leaders aren’t getting buy-in

“Feedback isn’t a right - it’s a gift.” - Mellody Hobson, President & Co-CEO, Ariel Investments on the Taken for Grant podcast with Adam Grant. When your teams actively share feedback with each other, it creates a productive learning culture that spurs creativity and innovation, and helps identify possible errors and mistakes that could harm the organization. To enable a continuous flow of constructive and productive feedback, it’s key for leaders to learn and practice how to receive difficult feedback. When team members anticipate conflict and animosity when giving tough feedback, they will eventually avoid giving it, even if it’s hindering performance and harming the organization. Instead, they adopt a "go into self preservation" mode, which is not conducive to improving processes, correcting errors, and cultivating innovation. At Raise The Bar, one process we utilize to share feedback with each other is the Rapid Feedback Model. It gives all team members a space to share immediate and specific feedback in a positive manner. Here’s several other ways to ensure that your company culture promotes and encourages feedback up and sideways.

1. Psychological safety is essential if you want to establish a feedback loop...

HBS Professor Amy Edmondson and Admiral William McRaven share how to build psychological safety and what happens when there’s a lack of it. 2. Having the proper mindset…

Helps you prepare for giving and receiving productive negative feedback, advises RTB Coach Shiri Bade in a new episode of The Coaches’ Corner on The Open Honest and Direct Podcast. Join our Live Podcast with Sam Yagan on 12/2!

Cheers! Aaron


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