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Has someone you know shared feedback they thought you’d find valuable but you were not receptive? Or have you shared feedback with a partner or team member that was not well received?
Feedback is essential for human beings wanting to evolve, change, and expand, however, often a lack of trust stands in the way of giving and receiving feedback effectively.
When I deliver feedback in a relationship where trust has not been established, the information is not able to be metabolized by the person receiving it. Even worse, it actually undermines future availability for feedback and is a loss of energy on my part.
On the flip side, when trust exists, there’s receptivity—a sense that you’re for me, not against me.
This is why teams that invest time, energy, and resources to cultivate a climate of trust increase their odds of creating effective feedback-rich environments.
If you sense room for improvement in how you and your team give and receive feedback, ask yourself these questions:
- Do you invest in your teams in a way that cultivates an experience of trust?
- Is the nervous system of your organization/business/team open and receptive or closed and defensive?
Before you deliver feedback to an individual or a team, first assess if you’ve created a climate, culture, and community of trust in your relationship and organization. Once trust is established, you’ll experience an exponential increase in receptivity.
Would you like guidance in building a trusting and feedback-friendly culture within your organization? This is the kind of transformational work I do with C-Suite leaders and their teams. Find out more here.
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