🇬🇧 Afraid of Feedback? – How to Build a True Feedback Culture

00:00:03: Most organizations don't have a feedback problem.

00:00:08: They have fear problems.

00:00:10: You don't build the feedback culture by encouraging feedback, you built it by how to respond.

00:00:16: Do people tell me what I want or need?

00:00:26: Hello and welcome!

00:00:28: To today's Lightwolf Podcast Episode.

00:00:31: It is my pleasure again here at your podcast for leading with impact.

00:00:39: Today we cover a topic that on the surface many people know, yeah it's important and matters I know but deeper down many people struggle to really deal with it To get the impact they want have.

00:00:53: Why else do seven percent of leaders only feel comfortable giving and receiving feedback while seventy percent say oops I think that's an area i need to develop.

00:01:08: So, todays topic is all about feedback and the fear of feedback And ideas how you can build a true feedback culture in your organization.

00:01:21: We ALL say we want it!

00:01:24: WE ALL CLAIM IT MATTERS But if were honest many of us avoid it soften or ignore it altogether.

00:01:35: So the real question is not this feedback matter.

00:01:39: The real question, are you building a feedback culture or just talking about one?

00:01:48: Looking at our client base looking at my own career and also being honest with myself I think that core problem around feedback is hard truth.

00:02:02: most organizations don't have a feedback problem.

00:02:08: They have a fear problem, people fear consequences they fear conflict...they often fear being exposed.

00:02:20: their fear repercussions for honesty and leaders?

00:02:26: They often fear losing authority, losing respect damaging relationships or simply being wrong.

00:02:36: So what happens then?

00:02:39: If that happens, a feedback is just talked about but not really given.

00:02:45: Feedback becomes diluted into politeness and sugarcoating.

00:02:50: it gets delayed until its useless.

00:02:53: It gets disguised in annual reviews That no one takes seriously any longer.

00:03:00: Let's not culture let's avoidance.

00:03:03: if you want to build the real feedback culture You need to shift one fundamental belief.

00:03:11: Feedback is not a tool, it's the leadership behavior.

00:03:15: It's not something you do once a quarter... ...it's how you operate every day.

00:03:23: High-performing organizations and I've been in some And i'm working for a few right now Those high performance organizations treat feedback as normal Not exceptional.

00:03:37: Direct, not diplomatic.

00:03:40: Developmental and descriptive – not judgmental And constructive…not destructive in its impact.

00:03:51: Most importantly safe but not comfortable.

00:03:57: There is an important difference.

00:04:00: By the way, if you like this podcast please take a second now grab your device and subscribe to This Light Wolf Podcast so you never miss an episode anymore.

00:04:10: And my entire team would appreciate If You just left one sentence of reference in The Reference Box To make us understand how we can even better serve Your interests & needs.

00:04:22: Thankyou for doing So.

00:04:24: Let's turn to psychological safety THE FOUNDATION of feedback.

00:04:31: Here is why many feedback initiatives quietly fail, you cannot demand honesty in an environment that feels unsafe.

00:04:43: Psychological safety is the precondition for real feedback!

00:04:49: That means people can speak up without fear or punishment.

00:04:56: mistakes are addressed not weaponized.

00:05:00: Descent is invited and discussed, not subtly penalized.

00:05:07: And this isn't created through posters or value statements.

00:05:12: it's created in moments when someone challenges you.

00:05:19: how do you respond?

00:05:21: When somebody makes a mistake what happens next?

00:05:27: if the answer is defensiveness silence or blame Your feedback culture is dead on the blocks.

00:05:38: But if the answer is curiosity, respect and clarity coupled with tangibly genuine intent to help or learn then you create this space where feedback can actually exist.

00:05:56: The leader's role.

00:05:58: So you in your role, no matter whether you're a first time leader or senior manager.

00:06:03: Or are the in the C-suite maybe?

00:06:06: You're the CEO running an entire global company.

00:06:10: whatever your role as a leader let's be clear feedback culture does not start with age R where sometimes people point at when things get uncomfortable.

00:06:21: it starts with leadership behavior all around us starting.

00:06:28: And three things matter the most.

00:06:31: One, model it visibly.

00:06:35: Be a change you want to be.

00:06:38: Be the values you want t obe.

00:06:40: Be th?

00:06:41: e feedback culture y ouwant to see around yo .

00:06:45: If u are not asking for feedback or not acting on i?

00:06:49: d in any way no one else will try the following idea What's one thing I do right now?

00:06:59: that makes your work harder.

00:07:03: What's one thing I do right now?

00:07:05: That makes you're work harder, then don't defend when you receive a response.

00:07:14: just listen reflect communicate back and take action.

00:07:22: That how you spread psychological safety And this is how to create the culture You want.

00:07:29: A second idea for Reward honesty, not harmony.

00:07:36: If people speak up and nothing happens or worse they get sidelined you've just killed your culture.

00:07:45: Feedback is one of the four moments that shapes Your culture.

00:07:52: Who do You hire?

00:07:54: who Do You promote ?

00:07:56: who do You let go?

00:07:57: & how And How do You treat feedback?

00:08:01: these are for especially culture shaping moments.

00:08:06: This year is one of them, it's about feedback.

00:08:09: so reward honesty not harmony.

00:08:15: yes I mean also honesty needs to be respectful.

00:08:19: Also honesty needs To ensure that It happens with the impact you want and You don't go Underboard or overboard?

00:08:32: just soften and sugarcoat.

00:08:34: You need the impact you want, you need the clarity in a message but you should show respect especially when your message is tough.

00:08:44: so reward honesty not harmony.

00:08:48: if people speak up offer feedback nothing happens or worse they feel they get taught off.

00:08:56: you've killed the culture.

00:08:58: People watch what gets rewarded Always.

00:09:04: And a third idea, make it safe and make it specific.

00:09:09: Make It Safe & Make It Specific.

00:09:13: Safety creates the permission.

00:09:16: Safety creates confidence.

00:09:19: Clarity and specificity create value.

00:09:25: So if you hear statements like good job... useless!

00:09:32: it does not build performance.

00:09:34: It doesn't allow anyone to learn anything, but if instead you say good performance and here is what worked... And why?

00:09:44: That does!

00:09:46: Then you can learn then use specific ...and then the sender of this message is genuine and serious.

00:09:54: So three tips I'd like share with you that you could reflect and test them to create a culture around you where feedback is the norm.

00:10:10: And their feedback is regarded as accountability of any leader, and helpful in the way it's given.

00:10:16: how to build true feedback culture.

00:10:21: number one model it visibly.

00:10:25: Number two reward honesty not harmony.

00:10:30: number three make it safe specific.

00:10:35: The shift from comfort to performance.

00:10:38: and it's really, really interesting on this one very day today I'm recording in the month of April twenty-twenty six.

00:10:46: i already had contact with three clients.

00:10:49: for all of them we are working right now completely different... Three Different Industries!

00:10:54: Three Different Countries.

00:10:56: One Common Threat The absence Of A Real Feedback Culture.

00:11:00: Here Are The Symptoms.

00:11:03: Some people say, well we don't talk with each other when it matters.

00:11:09: In the boardroom in the meeting room We deny.

00:11:13: so you play artificial harmony But we do talk about each other outside the room and he doesn't matter.

00:11:19: man is just gossip.

00:11:21: That's number one.

00:11:23: Number two we are to hug.

00:11:26: Hüge is a Scandinavian word.

00:11:29: I'm not sure which Scandinavian language now it comes from, but i do know its Scandinavian and It means cozy comfortable right.

00:11:38: so Asking us as the leadership transformation company Can you please help?

00:11:44: Us get less hüge And more honest and more ambitious and more impactful.

00:11:50: yes we can and We just started to work.

00:11:53: So it's really interesting how this often is relevant in clients' daily lives.

00:12:00: But here, why many leaders still hesitate?

00:12:04: A true feedback culture increases the tension at least initially.

00:12:10: Why?

00:12:11: because you're replacing artificial harmony with real conversations.

00:12:17: but that tension may be warm maybe hot But it's productive if you just follow the simple tricks and tips of giving and receiving feedback.

00:12:27: It is productive because on the other side, you get faster learning better decisions stronger accountability.

00:12:37: That´s why it pays If You Do It!

00:12:40: Yeah?

00:12:40: It does pay.

00:12:41: So I encourage you think about your feedback culture And Think About How You Can Strengthen It.

00:12:48: so IF YOU ARE LEADING A TEAM leading a country, leading the company.

00:12:53: Ask yourself do people tell me what I want to hear or What i need here?

00:13:02: Do they coach my likes Or to my needs?

00:13:09: if all you ever hear is pleasing You should be worried.

00:13:14: It's impossible that someone just does everything right on every single day.

00:13:19: it's nonsense Only if people also dare to give you things you need, although you don't want them.

00:13:29: You should be grateful!

00:13:31: You should thank them.

00:13:32: and then your starting build a real honest feedback culture.

00:13:36: And even more importantly If you're leader have I created an environment where People around me can safely speak up Can safely offer Feedback?

00:13:48: Because the answer do.

00:13:49: that question defines Your Culture.

00:13:53: By the way, if you want to establish a stronger feedback culture in your organization and you look for an exchange then I'd love to invite you.

00:14:04: To have an initial free phone call video call with me on the topic.

00:14:10: link into my calendar is straight-in-the show notes go in book at time And i'd like to listen first Listen & listen and maybe by listening and our initial exchange Maybe I can already give you one little thing that helps you move forward.

00:14:27: Interested?

00:14:29: Book a call right now!

00:14:31: And here is quick question, if could please briefly participate in the following poll How easy do find giving feedback?

00:14:40: Very Easy Rather Easy Rather Difficult or very difficult?

00:14:46: Please take three seconds go into show notes and click your answer.

00:14:51: This help us strengthen our dialogue and exchange.

00:14:55: Thank you in advance!

00:14:57: And in closing, please remember – You don't build a feedback culture by encouraging feedback….

00:15:05: …you built it... ...by how to respond to that.

00:15:09: I hope you enjoyed today's video.

00:15:11: Thanks for your time.

00:15:13: Now look forward to you dialing again here at the Lightwolf Podcast.

00:15:18: Have a great week and see you soon.

00:15:22: Bye!