Creating space for feedback
TYPE: GUIDED EXERCISE
A commitment to share feedback with each other, formalised with a simple process will help to not only create open channels between co-leads, but also between and with staff.
Individually
Use the following prompt questions to explore what your preferences are and how you might navigate both positive and challenging feedback, with each other and your teams:
How do you like to receive feedback?
Can you think of examples where you have received feedback in a way that was nurturing and helpful vs in a way that was challenging or unproductive?
Are you comfortable giving it honestly to others?
Can you share an example where you struggled to give feedback? Why was it difficult and how did you manage it?
If you are doing this initial part of the activity together, consider using post-its or a virtual stickies tool like Mural. Write your answers individually to begin with and then post them on the wall (real or virtual!) and discuss your answers together.
Design a simple process
YOU MAY INCLUDE SOME OF THE FOLLOWING COMPONENTS:
Grounded in care and love - perhaps starting or ending with a practice or affirmation that reflects this.
Build space for 1:1 feedback into your check ins
If feedback is more urgent, set up a time to speak and be clear that it will be a space for feedback.
Agree that when giving feedback, you will be specific, time and, where relevant, clear about what action you think should be taken. Where a clear action or change is not obvious, create space to discuss together what a potential solution might be.
When receiving feedback, come with an open mind, listen and ask questions. Acknowledge the feedback and be open to discussing solutions with your co-lead. It is also OK to say that you need some more time to think.
Finish with gratitude, saying thank you to the person who shared feedback and to the person who listened and took it on board.
Check in with each other after in case either of you need additional care.
Decide together and with HR what types of feedback need to be followed up with a formal process and documented.
Encourage a culture of feedback:
WITHIN YOUR TEAM OR ORGANISATION, CONSIDER:
Reflecting as a team on why feedback is important and what a culture of feedback could look like.
Providing training to staff, including managers and senior leaders.
Practising regular two-way feedback sessions with your staff.
Creating space for ‘festivals of failure’ where staff and co-leads can share past professional failures, with a strong focus on what they learnt.
Identifying different feedback tools including 1:1, 360 feedback and anonymous surveys and hotlines.
Developing fun ways to share positive feedback and recognise awesome work on an ongoing basis.
Getting to the growth mindset
A growth mindset means you believe that your intelligence can develop and expand over time. A fixed mindset means you believe intelligence is fixed and certain strengths are static. A growth mindset recognises that you continue to learn, embracing setbacks or challenges as learning opportunities. What does this mean for co-leadership?
A GROWTH MINDSET IS VITAL FOR THIS LEADERSHIP MODEL AS IT INVOLVES:
Adapting and developing with you co-lead(s), being open to learning new approaches and ways of thinking
Managing and embracing risk together as you make decisions in a way you have not done so before
Accepting and acting on constructive feedback
Recognising and being able to navigate when you are behaving out of fear, and sharing that with your co-lead
Additional resources:
Moments of appreciation
Below are optional reflection questions to do with you co-lead(s). This could be part of the annual review process or a 3-6 month strategy workshop.
What do you value in your co-lead?
What is their super power? What is their hidden strength that you see that they may not see themselves?
What do you find comforting in their partnership?
ADDITIONAL REFLECTION WITH THE CARD DECK:
1. Pull an animal card for each other that you feel reflects strengths within your co-lead.
2. Why did you pull that card? What do you appreciate and admire about your co-lead(s)’ strengths and skills?
Additional resources:
