Cross-cultural Communication Skills’ Post

Giving feedback to your colleagues in a remote setting can be daunting. Do you sometimes wonder when and how to deliver effective feedback with people at your workplace? We have some tried and tested tips, methods and dos and don’ts for you. Give it a read here: https://lnkd.in/dEQeAB2b

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Why is feedback essential in effective communication? Feedback is an essential component of effective communication for several reasons: 1. Ensures Understanding: Feedback allows the sender to confirm that their message has been understood correctly by the receiver. Misunderstandings can be identified and clarified promptly. 2. Promotes Learning and Growth: Constructive feedback helps individuals recognize areas for improvement, whether in communication skills, job performance, or interpersonal relationships. It provides an opportunity for personal and professional development. 3. Encourages Engagement: When people are invited to give feedback, they feel more involved and valued in the communication process. This engagement can lead to a more open and collaborative environment. 4. Enhances Relationships: Through feedback, individuals can express appreciation and acknowledgment of others’ efforts and ideas, fostering stronger relationships built on trust and mutual respect. 5. Facilitates Change and Adaptation: Feedback is crucial for organizations and individuals to adapt to change. It allows for the evaluation of current practices and the implementation of new strategies to achieve better results. 6. Improves Performance: In a work environment, feedback can guide employees in aligning their performance with the organization’s goals. It helps in setting expectations and providing a benchmark for future performance. 7. Drives Motivation: Positive feedback can be a powerful motivator, reinforcing desired behaviors and outcomes. It can boost confidence and encourage continued effort and improvement. 8. Closes the Communication Loop: Feedback is the final step in the communication cycle, closing the loop between the sender and the receiver. It confirms the completion of the exchange and ensures all parties are on the same page. 9. Enables Continuous Improvement: Regular feedback allows for ongoing adjustments to strategies, techniques, and approaches in communication. It is essential for continuous improvement in any process or system. 10. Provides Different Perspectives: Feedback can offer new insights and different perspectives that the sender may not have considered. This can lead to more innovative solutions and better decision-making. 11. Reduces Errors and Conflicts: By providing a mechanism to address misunderstandings promptly, feedback helps prevent errors and conflicts that might arise from poor communication. To be effective, feedback should be specific, relevant, timely, and delivered in a constructive manner. It should focus on behaviors and actions rather than personal attributes, and it should be a two-way street where both parties are open to giving and receiving insights. #agile #projectmanagement #project #communication

Mid-year review, regular meetings with your boss or subordinate – effective feedback is an essential component of personal and professional development 💪 It is our right and privilege to ask for and give constructive feedback! ✅ Whether in the workplace, academic settings, or personal relationships, providing constructive feedback can help individuals understand their strengths and areas for improvement. These elements will definitely help you to understand and implement effective feedback: 🔻 Specificity 🔻 Timeliness 🔻 Balance 🔻 Constructive Tone 🔻 Actionable 🔻 Empathy and Understanding 🔻 Two-Way Communication But what excactly do they mean? Find out right here ⤵️ #communication #feedback #workplace

Effective feedback is an essential component of personal and professional growth 💪 ✅ Whether in the workplace, academic settings, or personal relationships, providing constructive feedback can help individuals understand their strengths and areas for improvement. These elements will definitely help you to understand and implement effective feedback: 🔻 Specificity 🔻 Timeliness 🔻 Balance 🔻 Constructive Tone 🔻 Actionable 🔻 Empathy and Understanding 🔻 Two-Way Communication But what exactly do they mean? Find out right here ⤵️ #communication #feedback #workplace

Is poor feedback culture crippling your team's collaboration and communication? Effective feedback mechanisms are the cornerstone of enhancing team collaboration and driving communication. Implement a 360-degree feedback system to ensure comprehensive perspectives are shared. Establish a structured feedback protocol using SMART (Specific, Measurable, Achievable, Relevant, Time-bound) criteria. Utilize digital tools and platforms for real-time feedback to enhance immediacy and relevance. Embed feedback mechanisms into project management software to streamline the process. Conduct regular 'retrospective meetings' to evaluate team projects and improve future performance. Foster a feedback-rich culture by training leaders in advanced communication techniques. Set up anonymous feedback channels to encourage candid, uninhibited input. Integrate feedback into daily stand-ups to keep communication lines open and active. Develop personalized feedback plans for each team member based on their roles and goals. Use data-driven insights to support feedback, making it objective and actionable. Establish clear metrics for evaluating the effectiveness of the feedback process. Encourage cross-departmental feedback sessions to broaden perspectives and increase engagement. Implement feedback loops that allow for continuous improvement based on previous experiences. Provide constructive criticism followed by specific guidance on how to make tangible improvements. Celebrate successes and improvements publicly to motivate and reinforce positive behavior. Incorporate scenario-based training sessions to prepare teams for handling feedback constructively. Employ feedback aggregators to collect and synthesize feedback from multiple sources. Schedule feedback at strategic intervals to align with business cycles and project timelines. Develop a feedback repository where past reviews and outcomes can be analyzed for trends. Promote a policy of 'radical candor' to encourage clear, direct communication without hostility. Facilitate role-playing exercises to practice giving and receiving feedback effectively. Leverage AI tools to analyze feedback for patterns that might need addressing at the organizational level. Align feedback practices with overall business objectives to ensure relevancy and impact. Offer incentives for team members who actively engage in the feedback process and demonstrate improvement. Continuously review and refine feedback mechanisms to adapt to changing organizational needs and challenges.

Feedback Doesn't Have To Be SCARY! 👻 If there is one thing we’ve learned in the wake of COVID and other distressing global events, it's this: As chaos and complexity increase, so does the need for Clear, Kind, Direct Communication. One of the most essential facets of great communication (and great leadership) is the ability to provide clear and useful feedback, ensuring everyone is aligned and operating most efficiently towards achieving shared goals. Providing (and receiving) feedback can feel scary and daunting, but it doesn’t have to be. There are many frameworks and tools to provide formal feedback, such as yearly evaluations or 360 assessments. Below, however, is a simple framework for providing more informal feedback in real-time. Done regularly, this can keep issues and challenges from becoming bigger than they have to be. Example: Project Manager (Jasmine) to Team Member (Sam) Situation “Sam, I noticed that in our 2 previous weekly Monday afternoon team meetings,…” Behavior “…that you were participating much less than usual. You only spoke up once in each meeting and that’s because you were called on.” Impact “Your decreased participation led to fewer ideas and solutions which is diminishing the quality of our work. Also, it is impacting team dynamics, as others are starting to wonder if everything is okay.” Need “The organization needs this project to succeed as it will likely lead to more business. From our team agreements when we launched the project, I need you to actively contribute in a meaningful way every week like you were before.” Request “Please come to all of our weekly meetings, going forward, prepared and able to contribute at the same level you were previously. We highly value your insight and input. If you feel you won’t be able to, please let me know ahead of time. What support or resources do you need to make this happen?” Carve out time in your regularly scheduled meetings with your team to share feedback. Normalize giving and receiving feedback to keep lines of communication open and clear. This type of feedback, offered with kindness and respect, also increases trust and engagement significantly. If your team or organization is feeling the effects of “bad feedback" or has slipped into “nice, but not honest” feedback culture (lack of trust and accountability; reduced engagement and retention; poor communication and morale), reach out. I’d love to help you incorporate brave and honest feedback into your meetings and culture. “Withholding feedback is choosing comfort over growth.” - Adam Grant #feedback #feedforward #growthovercomfort #leadershipdevelopment #leadershipcoaching #communication

Let's talk about 360-degree Feedback Assessments! Some answers to the most frequently asked questions and most highly debated aspects of this topic: What is it? Fulsome evaluation in which an individual receives confidential, anonymous feedback from manager, peers, direct reports along with self-assessment. This yields a comprehensive, candid view of individual's performance, contributions, towering strengths, areas for improvement. Used for developmental purposes. Worth the time, effort, and cost? Yes but needs to be done the right way (see below). Who should conduct/facilitate? Objective, external party (e.g., executive coach or consultant) who also ideally has knowledge and exposure to the org. Just for senior execs? Given the investment, I recommend reserving this for top talent or high potential emerging talent. This is not for managing poor performers or to build a case to terminate. Part of the perf mgmt process or outside it? Outside it. If feedback providers know it will directly impact someone's performance, they won't be candid. What's the right approach? 1) facilitator meets with individual, explains the process, aligns on ground rules, solicits names of the feedback providers, conducts self-assessment 2) facilitator meets with individual's manager, confirms feedback provider names are right (i.e., people who may have "textured" feedback aren't left off) 3) facilitator meets with each feedback provider for a live convo (F2F or virtual) and asks very carefully thought-out questions (see more on this below) 4) facilitator creates compact read-out report and meets with individual to talk through the feedback and provides the report 5) facilitator has individual reflect on read-out convo and read report in detail, coming back with questions and/or concerns 6) facilitator helps individual prep for convo with feedback providers to thank them and share action plan 7) individual shares full report with their manager. What platform or tool (if any) should be used? None. I've tried many tools and tech-enabled approaches and this is a process that is best done manually as it is highly professionally intimate and calls for identifying nuance, surfacing what's not being said, and spontaneously probing for more context and detail even when not initially provided. What makes it highest value? Top 3 key factors: 1) right facilitator who has enough experience and expertise 2) questions--I've learned the science and art of asking the right questions which comes from doing 1000+ of these over the years 3) read-out report: don't sugar coat (e.g., if leader lost the followership of their team don't say "an opportunity for you to optimize followership", just say it! "you've lost the followership of your team"; anything less is a disservice). I can help you with 360s for key talent in your organization. Let's discuss further: [email protected] #360s #assessment #leadershipdevelopment #lead3r