Creating Feedback Loops
Check out practices courtesy of UK-based Easier, Inc.
Hello Empathy Warriors -
In recent months, I've spent a bit of time thinking about and coaching leaders as they have implemented feedback loops - a process for reflecting on how we do the work.
I've seen people struggle to see the *need* for operationalizing feedback loops as all the information they access reinforces the idea that things are going well or at least well enough. We need to put strategies in place that help us to get beyond our confirmation bias.
This meta-type of discussion is between the layers of project management and strategy sessions, though best incorporated into all types of practices. This type of reflection is best done regularly and not saved for an annual performance evaluation or post-launch debrief session. Are our communication channels working? Where are our blindspots? Do people have access to the information and resources that they need? Are there potential crisis looming?
Above I shared a "check out practices" guide from Easier, Inc in the UK. They suggest devoted the last portion of every meeting to a type of reflective practice. There are other practices that break down the key elements to reflection. I've seen other organizations build feedback loops into their employee engagement programs from onboarding to terminations.
Currently, I'm revamping my personal practices for seeking and validating feedback loops in various parts of my life. I'll report back as I identify practices that work for me.
What feedback loops do you have in place? What practices have worked well for you in 1:1 relationships, groups, organizations? I'd be eager to learn from you.
“Why did God give me two ears and one mouth? So that I will hear more and talk less.”