Constructive feedback from teammates or the team facilitator is extremely necessary for growth and understanding. When we as individuals are thinking something, we block out other mindsets. Like a runaway train, we just keep going down the same path. Getting an outside opinion can give a different perspective that we can not see on our own.
As chief, it is very easy to be set in your way and not see from other peoples viewpoint. This is the reason that I did not want to take this course until after I was chief for a while. Feedback is a normal thing that we do often. However, without experiencing what it is like to be chief and understand what is expected out of you everyday, you can not truly appreciate the light that gets shined on certain things. I can now look back at times that someone was trying to give me feedback, but I did not listen or understand what they meant.
Constructive feedback also gives us the information we need to know if what we are doing is working. The greatest of intentions could be our biggest downfall. There could be one small thing that needs to be changed with an idea that could make it very successful. Without constructive feedback, that one thing would not be changed and the idea would fail.
Constructive feedback also needs to be given and received correctly. If it is given wrong, it can seem like criticism. The person receiving the feedback needs to be receptive and open to change. Without both of those, the feedback will not be positive and could cause more issues.
Chief, I think it speaks a lot about you as a person that you recognize part of your job is to look at situations from not just your point of view but also the view points of others. I am sure that your troops feel far more comfortable providing feedback and expressing ideas knowing this about you. We have all worked for folks in the past that run a team allowing only their opinion to matter. I would venture to guess it was a miserable time for all of us. I think you are absolutely correct in believing that without the feedback of others, the chances of failure go way up.
Brian, I have now worked for ten chiefs in my career and what you said about the light shining on you are no truer words. I really don't think officers understand how heavy that crown is and how lonely that position can be. Many times, it's a deserted island and without proper feedback from trusted sources it can get even more lonely. Sadly, I have watched officers wish away police administrators and chiefs instead of trying to help them by giving honest feedback. I've been guilty of it myself at times. As much as officers want a chief to see things from their perspective, it is also their duty as officers to look at things from a chief's perspective and tailor their feedback as such.
Constructive feedback from teammates or the team facilitator is essential for personal and team growth. Depending on how it is delivered and received, it can be beneficial or create challenges. To maximize the benefits and minimize the drawbacks, feedback should be balanced and delivered with empathy.
One big advantage of constructive feedback is it improves performance. For instance, the Platinum team routinely posts our progress to a shared Google Drive throughout remote weeks. Various members have access to the account and, using the editor, provide feedback to each teammate while his or her project is still in the works. There are times when I have applied the feedback and other times I did not find it useful, but the information has caused me to review my work and make productive changes leading to my success in this course thus far. Another big advantage is it boosts motivation. Positive feedback, especially from the team facilitator, reinforces that I am headed in the right direction and motivates me to continue putting forth my full effort. Similarly, constructive feedback allows the team to hold each other accountable. If one person on the team continues to lack in a certain area and the team or facilitator never provides feedback to address the issue, that team member may never know they have an issue that needs to be addressed. The problem will grow and grow, causing unnecessary challenges for the team moving forward.
Constructive feedback does not always affect a team positively. Sometimes, constructive feedback can cause resistance or defensiveness. It can be misinterpreted and cause conflict among team members. For example, for years, I have been trying to implement a full-time K9 on our SWAT team. Our SWAT team uses the K9s occasionally on calls, but we do not consistently train together; thus, during real deployments, it feels like two teams working separately instead of one smooth operation. I have provided research, personal knowledge, and opinions from experts to various leaders on the SWAT team. I am often met with reasons why the implementation will never work and the preference to just call a dog when needed. I cannot speak for the reasons behind it, but the leaders seem to be resistant to my feedback. It does not seem to matter what angle I approach this from, I am continually told a full time SWAT K9 will not happen.
Overall, constructive feedback is necessary for effective team communication and team growth. It inspires a culture of trust and respect among the team. It provides for a well-thought-out, developed solution to a problem and ultimately creates a better product.
Kelly, your perspective on the shared Google drive is spot on. The feedback provided to me during the week three memo project by my teammates was amazing. I was able to produce a much better work product because of it. Further, with David as a facilitator giving his feedback, I was able to fine tune the document. Without this valuable feedback I would not have been able to reach my goal of exceeding expectations. Your example of the SWAT team not wanting to implement your feedback of adding a K9 is puzzling. From our conversations you appear to be an expert in this field, so taking your feedback would seem to be wise. The Michigan State Police K9 units in our area regularly train with their SWAT teams in our building so I have had a chance to see the results of this firsthand. Perhaps one day when you least expect it, your feedback will take hold with someone, and you can sit back and watch the positive results.
Kelly, you bring up some great points. I did not even realize how often we as a team are providing feedback to each other. The Google drive is a perfect example. And you are 100% correct in my opinion. Regardless of applying what is noted in the feedback or not, it forces you to review the work to determine if you will make the change. I also think it is a huge motivator. This makes me think about times I have gotten feedback and the energy it provides. For me, having the feedback on my projects/papers provides me with fresh thoughts, and inspires a new wave of motivation.
I also strongly agree that certain situations of feedback cause resistance, and I can attest to your story/situation. Being a part of a SWAT team has shown good examples of how people can perceive constructive feedback extremely negatively due to ego's and being closed minded. Great points!
Kelly, the Google drive has been spectacular this week. It is a great way for instant feedback. Being able to see it live while we are not in the same area is very helpful.
Reed I am glad you have a positive opinion on receiving feedback. I was not sure if you were going to continue that opinion after this week. Keep that attitude throughout your career and special things will happen for you.
Kelly, I love how you brought up the part about how positive feedback, especially from a facilitator, can boost motivation. That made me think about all my years as an FTO, when I would get a brand new officer in Step 1. Especially early on, they would often be just so overwhelmed, lost, and feeling like a total failure. Of course I had to be giving critique and feedback constantly, and at that point, there was a lot more bad than good. That's when celebrating those little victories with them, no matter how small, was such a lift for them. They needed to hear something good and I think this helped them endure all the corrections that were coming at them too.
Constructive feedback from teammates or the team facilitator plays a crucial role in both individual and team development. The process of giving and receiving feedback must be done so with openness, honesty, and a sense of responsibility. It is also important in both situations for follow-up to be done to insure the best possible outcome occurs for all parties involved.
Receiving constructive criticism is a critical part of having tough, but necessary conversations. It is through this feedback that everyone can continue to grow and reach desired outcomes as an individual as well as a team. Where receiving feedback can get misguided is when people get defensive when receiving information about how they can improve. It’s important to recognize that offering honest feedback can be uncomfortable for the person providing it and not just the person receiving it. Knowing this, when receiving feedback, a person should be more open to it and pay close attention, because rarely is it ill-intended. Even if you do not agree with all of it, there are usually some key things you can take away from receiving this feedback.
This is especially significant the higher up in a leadership position a person goes, as there are fewer peers to provide feedback. I often think of the story “The Emperor’s New Clothes” by Hans Christian Anderson. It’s about a vain emperor who gets fooled into believing he is wearing invisible clothes. Because of his position in the community, no one wants to tell him he has no clothes on, except for a child. I’ve made great efforts to protect against it, particularly the higher up I have risen in leadership positions. I actively seek out feedback, regardless of rank or position. Since becoming a supervisor, I have shared my performance evaluations with my subordinates for years. This transparency not only shows them how I am perceived by my superiors but also emphasizes that I am open to feedback. It also holds my superiors accountable, knowing their evaluations will be shared with others.
I believe there is a tremendous responsibility when giving feedback. It should be done honestly, with a sense of duty, and should not be done out of cruelty or carelessness. Unfortunately, I have witnessed situations where supervisors have done this in a demeaning way. Ridiculing the officers in front of their peers rather than providing constructive guidance. The goal is to treat teammates with dignity and respect to make them better teammates. This strengthens the individual and the team. Tearing them down, as well as heaping on unwarranted praise helps no one.
Follow-up is another crucial component in the feedback process. If you provide feedback to someone, it is essential to monitor the progress and address any recurring issues. This shows the teammates you care about their development and success. That your feedback is aimed at helping them as well as the team. Your intentions should be clear and not self-serving. Improving a teammate helps them, which in turn helps the entire team. This follow-up is crucial when providing both positive and improvement feedback. Likewise, as a receiver of feedback, it's important to take action, building on your strengths and working on areas that need improvement.
I like to think of feedback in the same way a professional athlete approaches their performance. Even at the highest of levels, athletes rely on coaches to guide them. Top-performing athletes take the feedback seriously and use it to hone their skills. Similarly, as teammates, we should be proactive in using the feedback we receive to continue growing and succeeding in all our projects.
I love your example of "The Emperor's New Clothes." I have never read that, but I think it makes perfect sense. Our department recently implemented a semi-annual department survey that is anonymous and done electronically. It allows officers to give real time feed back. I believe the first time the Chiefs read it, they were shocked. It has truly been eye opening in what is important to officers and what they focus on. The Chiefs have taken the feedback, followed up and given progress reports to officers to show what they are doing to address their concerns. The progress reports have gone a long way to improve officer moral and transparency.
Todd, I like you you reference the person receiving the feedback also has to be open to it. I missed that in my initial reply, but it is equally important. You have to know that you are not perfect and can always learn something. If a person is going to get offended any time critique is given, they will affect how their team interacts with them, and it won't be for the better. They could force teammates to be dishonest with them or avoid them altogether. Or, they may just force confrontation all the time because they refuse to accept anything negative, even if it is done tactfully and for their benefit.
Todd, you brought up some great points that I never thought of. One I want to specifically hit on is how feedback becomes lessened the higher in power or position you may get. I had never thought of that and it is a great point, "as there are fewer peers to provide feedback." Additionally, you mention that because of the position, nobody wants to tell him their observations. This could definitely become detrimental and definitely something to be aware of.
I also think you have done an excellent job of maintaining an open mindset to feedback. What you said you try to do, is exactly how I see you operate throughout this class. Thank you for that! And thank you for you feedback you give all of us!
Constructive feedback from teammates or the team facilitator is one of the best ways to improve and grow. It doesn’t matter how much you review your own work, or you critique your own performance, having a second set of eyes is always invaluable. For written documents, you can proofread your own stuff countless times and still miss things. You know what you mean to say, so it is very easy to miss a typo or something small. Along those same lines, you may think you’re getting a point across effectively because you know the material, and it takes someone else asking, “What did you mean in this part?” to realize you didn’t do such a good job. The same thing goes for oral presentations. You may not realize your body language, excessive “ahs” or “ums” you’re saying, or something else that is detracting from your message until it is pointed out to you. It is also easy to get stuck with an idea about something that you think will be beneficial for your team only to miss an obvious downside or issue that someone else has to point out.
The “constructive” part of the feedback is the key. No one likes to be made fun of. No one likes to feel stupid. No one likes to be embarrassed. If someone makes you feel dumb, or is harsh in their criticism, it’s very easy to get defensive and dismiss any good points that may have been made. Some people can move past that kind of interaction, but it could very easily result in permanent damage to that relationship and/or the team as a whole.
I had a supervisor that I worked under as a road patrol officer and then again as a detective years later. I had mostly positive interactions with him and actually learned a lot from him, but not everyone had that experience. He retired about 10 years ago. A current detective worked under this same supervisor years after me and we recently ran into him while working a special event. That retired supervisor asked if the detective remembered him and they said, “Yes, you called me incompetent once.” It’s a shame for how good I knew that supervisor to be, that is the main thing the detective will always remember him for.
Curt, the fact the detective is still there shows their perseverance and not letting that comment define their career. Hopefully, upon reflection the retired supervisor can see the error of their ways. I like how you point out that you had positive interactions with this supervisor, and it likely impacted your career in a positive way. You touched on a key word in "constructive". As referenced in my post I watched some supervisors here be demeaning and embarrass the officers in front of everyone at roll calls etc. A few of them quit over it and have been successful officers at other departments. The supervisors got disciplined and thankfully changed their behavior with one actually becoming an excellent supervisor because of it.
Curt, very well stated! I agree with you completely. And the fact that the “constructive” part of the feedback is the key. Avoiding anything personal (and especially shaming) probably can reduce the push back on feedback tremendously. I am sure you have seen many instances of feedback causing permanent damage to friendships and working relationships throughout your career. Great insight, I value your thoughts/opinions immensely!
Curt, I agree that being constructive is very important. Part of "constructive" is knowing your audience. There are some people that just do not understand when people are being nice to them and they need a tougher more colorful conversation. There are also people that get offended over everything. The person giving the feedback should take a moment and understand who the audience is before giving it. I know that I have a certain officer that no matter what I say, there is a rebuttal to everything. If I gave her a gold bar and told her that it is a reward for all her hard work, then she was complain about how heavy it was and how difficult it would be to sell it. There are ways around that, and as we move up the ladder we are responsible for figuring it out.
Curtice, I couldn't agree with you more when you reference looking at your own written material or presentations. So many times, I have proofread my own work, only to have someone else show me numerous simple errors as well as someone not understanding exactly what I am trying to say. It can seem so simple to us who know that material, but different thought processes may be completely lost. Accepting that feedback, often will lead to the tweaking of speaking or presentations to make your information way clearer.
Constructive feedback from teammates or the team facilitator is extremely beneficial. One thing that I find is a direct benefit of getting the constructive feedback is that it promotes growth. Allowing for others input into your work provides you with other viewpoints and ideas. This I feel benefits you not only for the assignment, but overall in life. Once a person realizes that by allowing the feedback it forces them to think "outside of the box", the greater I feel you will grow as a person and professional. Also I have found that receiving the feedback enhances my overall performance. The work I complete seems more professional, and well rounded when applying the feedback I have received from others.
Lastly, as a team I find that it strengthens relationships with team members and improves team communication. Once feedback is provided to you and you embrace that feedback and utilize it, I think it improves the way in which the team functions. Once a team understands that people are not closed minded and open to others ideas, the success of the team can be limitless. Feedback sparks conversation or thought. Which I think forces people to process the information and more than likely create further talking points, enhancing overall communication.
Reed, we sure are lucky to have the team that we have, aren't we? The feedback that I have been getting during this course has really helped me. It has forced me to as you say, "think outside of the box". This feedback given has definitely sparked conversations within this team as well as back at my department. This has been a tremendous benefit to me, and I have watched it do the same to others as well.
Reed, I really liked how you emphasized the importance of receiving feedback in the aspect of strengthening a team. For a team to be highly successful, everyone needs to have the ability to listen to each other and accept new ideas. When this happens, there is no doubt that the efficiency of the team will improve. I too have noticed that when receive and ask for constructive feedback, it allows me to make necessary changes which drastically improve my end products.
Constructive feedback from teammates or the team facilitator is something that I believe is essential and imperative in everything that we do. As we have worked together as a team in Staff and Command, we have all realized that most of the things we think we are successfully accomplishing, someone else will be able to add something better it. Also, that in all of our group PBL problems, taking constructive feedback from everyone and our team facilitator, drastically increases our performance. I believe for anyone to be successful and a student of life, they must be able to accept and give constructive feedback. Everyone looks at the world differently and at times, it is easy to get sucked into the thinking that our way is the best. This is often proven wrong when we have someone that is able to add their constructive feedback and ideas, and they are legitimately accepted.
One of the most important things we need to keep in mind is that when people give constructive feedback, they are really trying to help us and not just prove us wrong with something. This can become problem some when two members of a team have conflict between them. This can inherently turn into a posturing issue where they are just trying to prove each other wrong do not accept the feedback that they are getting, even if it would help solve their problem. I think that one thing to keep in mind is that everyone accepts feedback differently and you must adjust for that. As you get to know members of your team better, you will begin to learn how each one of them positively or negatively accepts feedback. Sometimes, even the best intentions of feedback can go ignored if they are presented poorly.
Constructive feedback from teammates or the team facilitator is extremely necessary for growth and understanding. When we as individuals are thinking something, we block out other mindsets. Like a runaway train, we just keep going down the same path. Getting an outside opinion can give a different perspective that we can not see on our own.
ReplyDeleteAs chief, it is very easy to be set in your way and not see from other peoples viewpoint. This is the reason that I did not want to take this course until after I was chief for a while. Feedback is a normal thing that we do often. However, without experiencing what it is like to be chief and understand what is expected out of you everyday, you can not truly appreciate the light that gets shined on certain things. I can now look back at times that someone was trying to give me feedback, but I did not listen or understand what they meant.
Constructive feedback also gives us the information we need to know if what we are doing is working. The greatest of intentions could be our biggest downfall. There could be one small thing that needs to be changed with an idea that could make it very successful. Without constructive feedback, that one thing would not be changed and the idea would fail.
Constructive feedback also needs to be given and received correctly. If it is given wrong, it can seem like criticism. The person receiving the feedback needs to be receptive and open to change. Without both of those, the feedback will not be positive and could cause more issues.
Chief, I think it speaks a lot about you as a person that you recognize part of your job is to look at situations from not just your point of view but also the view points of others. I am sure that your troops feel far more comfortable providing feedback and expressing ideas knowing this about you. We have all worked for folks in the past that run a team allowing only their opinion to matter. I would venture to guess it was a miserable time for all of us. I think you are absolutely correct in believing that without the feedback of others, the chances of failure go way up.
DeleteBrian, I have now worked for ten chiefs in my career and what you said about the light shining on you are no truer words. I really don't think officers understand how heavy that crown is and how lonely that position can be. Many times, it's a deserted island and without proper feedback from trusted sources it can get even more lonely. Sadly, I have watched officers wish away police administrators and chiefs instead of trying to help them by giving honest feedback. I've been guilty of it myself at times. As much as officers want a chief to see things from their perspective, it is also their duty as officers to look at things from a chief's perspective and tailor their feedback as such.
DeleteConstructive feedback from teammates or the team facilitator is essential for personal and team growth. Depending on how it is delivered and received, it can be beneficial or create challenges. To maximize the benefits and minimize the drawbacks, feedback should be balanced and delivered with empathy.
ReplyDeleteOne big advantage of constructive feedback is it improves performance. For instance, the Platinum team routinely posts our progress to a shared Google Drive throughout remote weeks. Various members have access to the account and, using the editor, provide feedback to each teammate while his or her project is still in the works. There are times when I have applied the feedback and other times I did not find it useful, but the information has caused me to review my work and make productive changes leading to my success in this course thus far. Another big advantage is it boosts motivation. Positive feedback, especially from the team facilitator, reinforces that I am headed in the right direction and motivates me to continue putting forth my full effort. Similarly, constructive feedback allows the team to hold each other accountable. If one person on the team continues to lack in a certain area and the team or facilitator never provides feedback to address the issue, that team member may never know they have an issue that needs to be addressed. The problem will grow and grow, causing unnecessary challenges for the team moving forward.
Constructive feedback does not always affect a team positively. Sometimes, constructive feedback can cause resistance or defensiveness. It can be misinterpreted and cause conflict among team members. For example, for years, I have been trying to implement a full-time K9 on our SWAT team. Our SWAT team uses the K9s occasionally on calls, but we do not consistently train together; thus, during real deployments, it feels like two teams working separately instead of one smooth operation. I have provided research, personal knowledge, and opinions from experts to various leaders on the SWAT team. I am often met with reasons why the implementation will never work and the preference to just call a dog when needed. I cannot speak for the reasons behind it, but the leaders seem to be resistant to my feedback. It does not seem to matter what angle I approach this from, I am continually told a full time SWAT K9 will not happen.
Overall, constructive feedback is necessary for effective team communication and team growth. It inspires a culture of trust and respect among the team. It provides for a well-thought-out, developed solution to a problem and ultimately creates a better product.
Kelly, your perspective on the shared Google drive is spot on. The feedback provided to me during the week three memo project by my teammates was amazing. I was able to produce a much better work product because of it. Further, with David as a facilitator giving his feedback, I was able to fine tune the document. Without this valuable feedback I would not have been able to reach my goal of exceeding expectations. Your example of the SWAT team not wanting to implement your feedback of adding a K9 is puzzling. From our conversations you appear to be an expert in this field, so taking your feedback would seem to be wise. The Michigan State Police K9 units in our area regularly train with their SWAT teams in our building so I have had a chance to see the results of this firsthand. Perhaps one day when you least expect it, your feedback will take hold with someone, and you can sit back and watch the positive results.
DeleteKelly, you bring up some great points. I did not even realize how often we as a team are providing feedback to each other. The Google drive is a perfect example. And you are 100% correct in my opinion. Regardless of applying what is noted in the feedback or not, it forces you to review the work to determine if you will make the change. I also think it is a huge motivator. This makes me think about times I have gotten feedback and the energy it provides. For me, having the feedback on my projects/papers provides me with fresh thoughts, and inspires a new wave of motivation.
DeleteI also strongly agree that certain situations of feedback cause resistance, and I can attest to your story/situation. Being a part of a SWAT team has shown good examples of how people can perceive constructive feedback extremely negatively due to ego's and being closed minded. Great points!
Kelly, the Google drive has been spectacular this week. It is a great way for instant feedback. Being able to see it live while we are not in the same area is very helpful.
DeleteReed I am glad you have a positive opinion on receiving feedback. I was not sure if you were going to continue that opinion after this week. Keep that attitude throughout your career and special things will happen for you.
Kelly, I love how you brought up the part about how positive feedback, especially from a facilitator, can boost motivation. That made me think about all my years as an FTO, when I would get a brand new officer in Step 1. Especially early on, they would often be just so overwhelmed, lost, and feeling like a total failure. Of course I had to be giving critique and feedback constantly, and at that point, there was a lot more bad than good. That's when celebrating those little victories with them, no matter how small, was such a lift for them. They needed to hear something good and I think this helped them endure all the corrections that were coming at them too.
DeleteConstructive feedback from teammates or the team facilitator plays a crucial role in both individual and team development. The process of giving and receiving feedback must be done so with openness, honesty, and a sense of responsibility. It is also important in both situations for follow-up to be done to insure the best possible outcome occurs for all parties involved.
ReplyDeleteReceiving constructive criticism is a critical part of having tough, but necessary conversations. It is through this feedback that everyone can continue to grow and reach desired outcomes as an individual as well as a team. Where receiving feedback can get misguided is when people get defensive when receiving information about how they can improve. It’s important to recognize that offering honest feedback can be uncomfortable for the person providing it and not just the person receiving it. Knowing this, when receiving feedback, a person should be more open to it and pay close attention, because rarely is it ill-intended. Even if you do not agree with all of it, there are usually some key things you can take away from receiving this feedback.
This is especially significant the higher up in a leadership position a person goes, as there are fewer peers to provide feedback. I often think of the story “The Emperor’s New Clothes” by Hans Christian Anderson. It’s about a vain emperor who gets fooled into believing he is wearing invisible clothes. Because of his position in the community, no one wants to tell him he has no clothes on, except for a child. I’ve made great efforts to protect against it, particularly the higher up I have risen in leadership positions. I actively seek out feedback, regardless of rank or position. Since becoming a supervisor, I have shared my performance evaluations with my subordinates for years. This transparency not only shows them how I am perceived by my superiors but also emphasizes that I am open to feedback. It also holds my superiors accountable, knowing their evaluations will be shared with others.
I believe there is a tremendous responsibility when giving feedback. It should be done honestly, with a sense of duty, and should not be done out of cruelty or carelessness. Unfortunately, I have witnessed situations where supervisors have done this in a demeaning way. Ridiculing the officers in front of their peers rather than providing constructive guidance. The goal is to treat teammates with dignity and respect to make them better teammates. This strengthens the individual and the team. Tearing them down, as well as heaping on unwarranted praise helps no one.
Follow-up is another crucial component in the feedback process. If you provide feedback to someone, it is essential to monitor the progress and address any recurring issues. This shows the teammates you care about their development and success. That your feedback is aimed at helping them as well as the team. Your intentions should be clear and not self-serving. Improving a teammate helps them, which in turn helps the entire team. This follow-up is crucial when providing both positive and improvement feedback. Likewise, as a receiver of feedback, it's important to take action, building on your strengths and working on areas that need improvement.
I like to think of feedback in the same way a professional athlete approaches their performance. Even at the highest of levels, athletes rely on coaches to guide them. Top-performing athletes take the feedback seriously and use it to hone their skills. Similarly, as teammates, we should be proactive in using the feedback we receive to continue growing and succeeding in all our projects.
I love your example of "The Emperor's New Clothes." I have never read that, but I think it makes perfect sense. Our department recently implemented a semi-annual department survey that is anonymous and done electronically. It allows officers to give real time feed back. I believe the first time the Chiefs read it, they were shocked. It has truly been eye opening in what is important to officers and what they focus on. The Chiefs have taken the feedback, followed up and given progress reports to officers to show what they are doing to address their concerns. The progress reports have gone a long way to improve officer moral and transparency.
DeleteTodd, I like you you reference the person receiving the feedback also has to be open to it. I missed that in my initial reply, but it is equally important. You have to know that you are not perfect and can always learn something. If a person is going to get offended any time critique is given, they will affect how their team interacts with them, and it won't be for the better. They could force teammates to be dishonest with them or avoid them altogether. Or, they may just force confrontation all the time because they refuse to accept anything negative, even if it is done tactfully and for their benefit.
DeleteTodd, you brought up some great points that I never thought of. One I want to specifically hit on is how feedback becomes lessened the higher in power or position you may get. I had never thought of that and it is a great point, "as there are fewer peers to provide feedback." Additionally, you mention that because of the position, nobody wants to tell him their observations. This could definitely become detrimental and definitely something to be aware of.
DeleteI also think you have done an excellent job of maintaining an open mindset to feedback. What you said you try to do, is exactly how I see you operate throughout this class. Thank you for that! And thank you for you feedback you give all of us!
Constructive feedback from teammates or the team facilitator is one of the best ways to improve and grow. It doesn’t matter how much you review your own work, or you critique your own performance, having a second set of eyes is always invaluable. For written documents, you can proofread your own stuff countless times and still miss things. You know what you mean to say, so it is very easy to miss a typo or something small. Along those same lines, you may think you’re getting a point across effectively because you know the material, and it takes someone else asking, “What did you mean in this part?” to realize you didn’t do such a good job. The same thing goes for oral presentations. You may not realize your body language, excessive “ahs” or “ums” you’re saying, or something else that is detracting from your message until it is pointed out to you. It is also easy to get stuck with an idea about something that you think will be beneficial for your team only to miss an obvious downside or issue that someone else has to point out.
ReplyDeleteThe “constructive” part of the feedback is the key. No one likes to be made fun of. No one likes to feel stupid. No one likes to be embarrassed. If someone makes you feel dumb, or is harsh in their criticism, it’s very easy to get defensive and dismiss any good points that may have been made. Some people can move past that kind of interaction, but it could very easily result in permanent damage to that relationship and/or the team as a whole.
I had a supervisor that I worked under as a road patrol officer and then again as a detective years later. I had mostly positive interactions with him and actually learned a lot from him, but not everyone had that experience. He retired about 10 years ago. A current detective worked under this same supervisor years after me and we recently ran into him while working a special event. That retired supervisor asked if the detective remembered him and they said, “Yes, you called me incompetent once.” It’s a shame for how good I knew that supervisor to be, that is the main thing the detective will always remember him for.
Curt, the fact the detective is still there shows their perseverance and not letting that comment define their career. Hopefully, upon reflection the retired supervisor can see the error of their ways. I like how you point out that you had positive interactions with this supervisor, and it likely impacted your career in a positive way. You touched on a key word in "constructive". As referenced in my post I watched some supervisors here be demeaning and embarrass the officers in front of everyone at roll calls etc. A few of them quit over it and have been successful officers at other departments. The supervisors got disciplined and thankfully changed their behavior with one actually becoming an excellent supervisor because of it.
DeleteCurt, very well stated! I agree with you completely. And the fact that the “constructive” part of the feedback is the key. Avoiding anything personal (and especially shaming) probably can reduce the push back on feedback tremendously. I am sure you have seen many instances of feedback causing permanent damage to friendships and working relationships throughout your career. Great insight, I value your thoughts/opinions immensely!
DeleteCurt, I agree that being constructive is very important. Part of "constructive" is knowing your audience. There are some people that just do not understand when people are being nice to them and they need a tougher more colorful conversation. There are also people that get offended over everything. The person giving the feedback should take a moment and understand who the audience is before giving it. I know that I have a certain officer that no matter what I say, there is a rebuttal to everything. If I gave her a gold bar and told her that it is a reward for all her hard work, then she was complain about how heavy it was and how difficult it would be to sell it. There are ways around that, and as we move up the ladder we are responsible for figuring it out.
DeleteCurtice,
DeleteI couldn't agree with you more when you reference looking at your own written material or presentations. So many times, I have proofread my own work, only to have someone else show me numerous simple errors as well as someone not understanding exactly what I am trying to say. It can seem so simple to us who know that material, but different thought processes may be completely lost. Accepting that feedback, often will lead to the tweaking of speaking or presentations to make your information way clearer.
Constructive feedback from teammates or the team facilitator is extremely beneficial. One thing that I find is a direct benefit of getting the constructive feedback is that it promotes growth. Allowing for others input into your work provides you with other viewpoints and ideas. This I feel benefits you not only for the assignment, but overall in life. Once a person realizes that by allowing the feedback it forces them to think "outside of the box", the greater I feel you will grow as a person and professional. Also I have found that receiving the feedback enhances my overall performance. The work I complete seems more professional, and well rounded when applying the feedback I have received from others.
ReplyDeleteLastly, as a team I find that it strengthens relationships with team members and improves team communication. Once feedback is provided to you and you embrace that feedback and utilize it, I think it improves the way in which the team functions. Once a team understands that people are not closed minded and open to others ideas, the success of the team can be limitless. Feedback sparks conversation or thought. Which I think forces people to process the information and more than likely create further talking points, enhancing overall communication.
Reed, we sure are lucky to have the team that we have, aren't we? The feedback that I have been getting during this course has really helped me. It has forced me to as you say, "think outside of the box". This feedback given has definitely sparked conversations within this team as well as back at my department. This has been a tremendous benefit to me, and I have watched it do the same to others as well.
DeleteReed,
DeleteI really liked how you emphasized the importance of receiving feedback in the aspect of strengthening a team. For a team to be highly successful, everyone needs to have the ability to listen to each other and accept new ideas. When this happens, there is no doubt that the efficiency of the team will improve. I too have noticed that when receive and ask for constructive feedback, it allows me to make necessary changes which drastically improve my end products.
Constructive feedback from teammates or the team facilitator is something that I believe is essential and imperative in everything that we do. As we have worked together as a team in Staff and Command, we have all realized that most of the things we think we are successfully accomplishing, someone else will be able to add something better it. Also, that in all of our group PBL problems, taking constructive feedback from everyone and our team facilitator, drastically increases our performance. I believe for anyone to be successful and a student of life, they must be able to accept and give constructive feedback. Everyone looks at the world differently and at times, it is easy to get sucked into the thinking that our way is the best. This is often proven wrong when we have someone that is able to add their constructive feedback and ideas, and they are legitimately accepted.
ReplyDeleteOne of the most important things we need to keep in mind is that when people give constructive feedback, they are really trying to help us and not just prove us wrong with something. This can become problem some when two members of a team have conflict between them. This can inherently turn into a posturing issue where they are just trying to prove each other wrong do not accept the feedback that they are getting, even if it would help solve their problem. I think that one thing to keep in mind is that everyone accepts feedback differently and you must adjust for that. As you get to know members of your team better, you will begin to learn how each one of them positively or negatively accepts feedback. Sometimes, even the best intentions of feedback can go ignored if they are presented poorly.