Effective feedback is essential for shaping the behavior and performance of your team. The ability to deliver feedback quickly and specifically is crucial for fostering a culture of accountability and improvement. In today’s episode of Lessons in Leadership, Dave Anderson, author of Elevate Your Excellence, discusses how skillful feedback can be the key to both reinforcing positive behaviors and correcting mistakes in real-time.
Get there quicker
One of the most impactful elements of feedback is its timeliness. Anderson emphasizes that feedback must be given quickly, whether it’s positive or corrective. Waiting too long to recognize good performance or address poor behavior diminishes the feedback’s impact. The longer the wait, the less likely the behavior will be repeated or corrected. For example, if an employee does something exceptional, waiting until the next performance review to acknowledge it will likely make it feel like an afterthought. On the other hand, waiting too long to address poor behavior may cause the issue to become a habit that’s harder to correct.
Anderson advises leaders to “shovel the piles while they’re small.” In other words, address issues as soon as they arise before they snowball into bigger problems. A quick response makes it clear that the behavior is important, showing that the leader values the employee’s performance or that immediate change is necessary.
Stay in the mix
Staying in the mix is essential for leaders who want to guide their teams and maintain high levels of accountability effectively. Leaders must actively engage with their team members rather than isolating themselves in an office or executive suite. By being present in the day-to-day operations, leaders can observe firsthand how their team functions and identify areas for improvement. This direct involvement allows them to provide timely feedback, both positive and corrective, which is crucial for shaping behaviors and achieving better outcomes.
As Anderson emphasizes, effective leadership requires being in the trenches, offering guidance and support where it’s needed most, and ensuring that expectations are consistently met. Being actively involved not only boosts morale but also sets the standard for performance, showing the team that their leader is committed to the same goals and challenges they face.
Be specific
In addition to being fast, feedback must also be specific. General feedback is easy but ineffective. Anderson illustrates this with an example: rather than saying, “Good job with that customer,” a more specific comment would be, “I loved how you handled that angry customer. You stayed calm, didn’t interrupt, and controlled the situation by speaking slowly and clearly.” This kind of detailed feedback not only reinforces the desired behavior but also provides a clear model for what the employee should replicate in the future.
When it comes to corrective feedback, specificity is equally important. Instead of vaguely telling someone, “You didn’t do a good job with that customer,” pinpoint the exact issues. For instance, “You didn’t follow our process, and you didn’t represent our values in this interaction. Here’s the right way to handle it.” This approach gives the employee clear guidelines for improvement and avoids ambiguity.
Mastering the art of fast and specific feedback
Leaders who master the art of fast and specific feedback can significantly improve team performance. By addressing issues quickly and with precision, leaders can reinforce positive behaviors and correct mistakes before they become habits.
As Anderson puts it, feedback should be treated as a skill, not just an ability. When done well, it becomes a powerful tool for leadership and team success.
"Spend less time in your office and more time in the mix. Effective coaches are in the trenches, not in the ivory tower." – Dave Anderson
