Feedback-Driven Improvement Plans

Like a medical diagnosis, criticism in the workplace serves to pinpoint problems, inefficiencies, or shortcomings. It highlights areas that require attention, whether in individual performance, team dynamics, or organizational processes. However, criticism that stops at identification, without providing a roadmap for improvement, is incomplete. It can lead to frustration, demotivation, and a sense of aimlessness, akin to a patient knowing their ailment but having no means to cure it. The transition from merely diagnosing to offering a treatment plan in the business context involves providing actionable feedback. This step requires skill, empathy, and a deep understanding of the individual or the situation at hand. Actionable feedback is specific, achievable, and relevant. It not only points out the area of concern but also offers practical steps, resources, or guidance on how to rectify the issue. This approach transforms criticism from a potentially negative interaction into a constructive and empowering one. Incorporating actionable plans into criticism yields multiple benefits. For employees, it provides a clear path to improvement and facilitates growth. For teams, it encourages a culture of continuous improvement, collaboration, and open communication. And for organizations, it leads to improved results and a competitive edge. Implementing this approach is not without its challenges. It requires a culture that values open communication and continuous learning. Leaders and managers must be trained to provide balanced feedback that is both honest and constructive. Additionally, there must be an understanding that the 'treatment plan' might require adjustments and flexibility, as every professional scenario is unique. The takeaways ... [1] When offering criticism, accompany it with a specific, measurable action plan. For instance, if an employee's performance is lacking in a certain area, don't just highlight the problem; provide clear, achievable goals and a timeline for improvement. Offer resources, if needed. [2] Constructive criticism should not be a one-way street. Encourage employees to engage in the feedback process actively. This can be achieved by asking them for their input on potential solutions or improvements. Such an approach not only empowers the employees but also builds a culture of mutual respect and collaborative problem-solving. [3] Criticism and action plans are not a 'set it and forget it' scenario. Regular follow-ups are crucial to ensure that the action plan is being implemented and to assess its effectiveness. [4] Recognizing and acknowledging progress is equally important, as it reinforces positive behavior and outcomes, leading to sustained improvement and development. ✅ Share this to your network ✅ Follow me on LinkedIn for expert insights ★ DM me for a conversation to learn how we can help you grow & succeed #business #people #leadership #management #growth #success #feedback #communication

Performance reviews: love them or dread them, they’re an essential part of our professional journey. As we engage in these discussions, it's crucial to view them not only as a reflection of past achievements but also as an opportunity to shape our future endeavors. By focusing on constructive feedback and setting clear goals, we can transform these evaluations into a roadmap for personal and professional growth. Embrace the process and leverage these insights for continuous improvement. Here are some practical ways to ensure these conversations are constructive, meaningful, and actionable: ##For Managers: #Prepare Thoughtfully: Review key achievements and challenges using specific data points. Align feedback with team and organizational goals to provide context. #Deliver Balanced Feedback: Use the “start-stop-continue” framework to structure feedback. Acknowledge effort, not just results. For example, recognize initiative even if outcomes didn’t go as planned. #Create a Two-Way Dialogue: Ask open-ended questions like, “What do you feel was your biggest achievement this year?” or “Where do you think I can support you better?” Be an active listener—take notes and acknowledge their input. #Focus on Growth: Co-create SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for the year ahead. Offer development opportunities—whether it’s training, mentoring, or stretch assignments. ##For Employees: #Come Prepared: Create a list of your key accomplishments, including metrics where possible (e.g., “Improved X metric by Y% over Z months”). Reflect on challenges and suggest how they could be overcome in the future. #Advocate for Yourself: Don’t assume your manager knows everything you’ve achieved. Highlight your contributions and their impact confidently, yet humbly. Tie your achievements to team or organizational goals to show alignment. #Seek Constructive Feedback: Ask questions like, “What’s one thing I can do better?” or “How do you see my growth aligning with the team’s goals?” Embrace feedback as an opportunity to improve, not criticism. #Think Forward: Suggest career development areas and skills you’d like to build. Align personal goals with organizational objectives for mutual benefit. Performance reviews are not about the “good, bad, and ugly”; they’re about the “constructive, collaborative, and forward-thinking.” Let’s make this review cycle one that truly empowers growth, both individually and collectively. #ProfessionalDevelopment #CareerGrowth #PerformanceReview #GrowthMindset

Applying Cummings & Worley Group Diagnostic Model #OrganizationalDevelopment #TeamDynamics #PharmaIndustry #Leadership #ChangeManagement Scenario Background: A mid-sized pharmaceutical company has been experiencing declining productivity and increasing conflict within its research and development (R&D) teams. The leadership suspects that ineffective team dynamics and poor alignment of goals might be contributing factors. To address these issues, How L & D professional can utilize the Group Level Diagnostic Model, which focuses on diagnosing and improving group effectiveness within an organization. Step 1: Entry and Contracting: Objective: Establish a clear understanding of the project scope, objectives, and mutual expectations with the R&D teams. Actions: Conduct initial meetings with team leaders to discuss the perceived issues and desired outcomes. Step 2: Data Collection Objective: Gather information to understand current team dynamics, processes, and challenges. Actions: Distribute surveys and conduct interviews to collect data on team communication, collaboration, role clarity, and decision-making processes. Observe team meetings and workflows to identify misalignments and potential areas of conflict. Use assessment tools to measure team cohesion, trust levels, and satisfaction among team members. Step 3: Data Analysis Objective: Analyze the collected data to identify patterns, root causes of dysfunction, and areas for intervention. Actions: Compile and analyze survey results and interview transcripts to identify common themes and discrepancies. Map out communication flows and decision-making processes that highlight bottlenecks or conflict points. Assess the alignment between team goals and organizational objectives. Step 4: Feedback and Planning Objective: Share findings with the teams and plan interventions to address the identified issues. Actions: Conduct feedback sessions with each team to discuss the findings and implications. Facilitate workshops where teams can engage in problem-solving and planning to improve their processes and interactions. Develop action plans that include specific, measurable, achievable, relevant, and time-bound (SMART) objectives to enhance team performance. Step 5: Intervention Objective: Implement interventions aimed at improving team dynamics and effectiveness. Actions: Initiate team-building activities that focus on trust-building and role clarification. Provide training sessions on conflict resolution, effective communication, and collaborative problem-solving. Realign team goals with organizational objectives through strategic planning sessions. Step 6: Evaluation and Sustaining Change Objective: Assess the effectiveness of interventions and ensure sustainable improvements. Actions:Conduct follow-up assessments to measure changes in team performance and dynamics. Hold regular meetings to discuss progress and any ongoing issues. Adjust interventions as necessary based on feedback and new data.

Harsh truth: Most managers give feedback at exactly the wrong time. And it's costing you engagement, retention, and results. Here's what research shows: • Morning feedback is 25% more effective • Midweek feedback gets 40% better implementation • Regular feedback boosts engagement by 31% When I implement feedback systems in organizations, we use process confirmation: ↳ One process review monthly ↳ Clear documentation of correct execution ↳ Systematic improvement tracking The science-backed framework: ↳ Schedule feedback before lunch (peak brain receptivity) ↳ Target Tuesday-Thursday (avoid Monday blues) ↳ Keep specific issues to 5-10 minutes ↳ Document improvements systematically ↳ Follow up within 7 days This prevents the classic "waiting for annual review" problem. Instead, managers confirm processes regularly, catch issues early, and build trust through consistency. Start tomorrow: 1. Block 30 minutes before lunch for your next feedback session 2. Create a simple tracking template 3. Schedule one process review with each team member What's your biggest challenge with giving feedback? Reply below ⬇️ ___ 👋 Hi, I'm Sharon Grossman! I help organizations reduce turnover. ♻️ Repost to support your network. 🔔 Follow me for leadership, burnout, and retention strategies

The sandwich method is dead. Your team knows when you're cushioning. They see through the compliment-criticism-compliment formula. Their brain leaves your office half happy, half confused. And worse - they stop trusting you. True feedback is clear and honest. Here are 5 steps to provide clear feedback: - Be direct about what needs improvement. - Focus on actions, not personal traits. - Use specific examples to illustrate your point.  - Encourage questions to clarify understanding.  - Offer support for improvement. Try these 5 much effective models to give clear feedback: The SBI Model:  → Situation: Describe what happened.  → Behavior: Focus on actions, not thoughts.  → Impact: Share the effect on the team or project. The Start-Stop-Continue Model:  → Start: Suggest new actions to take.  → Stop: Identify what’s not working.  → Continue: Praise what is going well. The Radical Candor Framework:  → Care Personally: Show empathy.  → Challenge Directly: Be honest and clear. The Feedforward Model:  → Focus on the future.  → Ask how to improve next time. The CLEAR Model:  → Clarify: Define the issue.  → Listen: Hear their side.  → Explore: Find solutions together.  → Agree: Set next steps.  → Review: Follow up to check progress. Each one builds confidence, accountability, and stronger performance conversations. 👉 What feedback have you been avoiding because you don't know how to say it clearly AND kindly? ♻️ Share and help your network provide effective feedback. 🔔 Ring the bell to get my posts.

Feedback without action? Wasted opportunity. Here’s how to change that.👇: Here’s how to turn feedback into real, actionable steps: 1️⃣ Listen with an Open Mind ➟ The first step to turning feedback into action is truly hearing it.   ✅ Take a deep breath, focus on understanding, and ask questions for clarity if needed. 2️⃣ Separate Emotion from Information ➟ Focus on the content, not the delivery.   ✅ Jot down key takeaways objectively, leaving emotions out. Review it later when you’re calm. 3️⃣ Identify Key Themes ➟ Look for patterns in your feedback.   ✅ Notice if similar feedback comes up frequently—this is where small changes can lead to big improvements. 4️⃣ Prioritize What Matters Most  ➟ Not all feedback requires immediate action.   ✅ Use the “80/20” rule: focus on the 20% of feedback that will drive 80% of your growth. 5️⃣ Set Clear, Achievable Goals  ➟ Transform feedback into specific, actionable goals.   ✅ Instead of “communicate better,” set a goal to “speak up in meetings once per week” or “clarify tasks with teammates.” 6️⃣ Create a Plan and Timeline ➟ Real progress comes from consistent action.   ✅ Use a tool like a calendar or task app to track your progress and stay accountable to your timeline. 7️⃣ Follow Up and Ask for Feedback ➟ Growth is ongoing, and feedback should be too.   ✅ Schedule regular check-ins with a mentor or manager to review your progress and get updated feedback. 📌 PS...Remember, feedback is only as valuable as the action you take from it. ♻️ Share this with your network to help them give better feedback too! 🚀 Follow Harry Karydes for more daily tips to lead high-perfomring teams through mindset, habits and systems. 🔥 Do you want a high-res pdf of 125 of my top infographics? ➡ Go Here: https://lnkd.in/gaewRGyj

🚀 Do you have a team member that needs to improve? Try this CEDAR method, a 5 simple step process to turn feedback into real change. 👉 Imagine you're a manager giving feedback to an employee, Jordan, who has been consistently submitting reports late over the past month. C - Context 🔍 Begin by setting the context. Explain when and where the behavior or action you're discussing occurred "Jordan, I want to discuss the monthly sales reports. Specifically, I'm referring to the last four reports you were responsible for. I know it is not like you to have reports submitted late." E - Evidence 📊 Provide specific examples of the behavior or action. These examples must be factual and objective. "Each of these reports was submitted at least two days late. For example, the most recent report, which was due on the 15th, wasn't submitted until the 18th." D - Diagnosis 💡 Discuss the impact of the behavior or action on the team, project, or individual outcomes. "The delayed reports have been impacting the team's ability to analyze sales data in a timely manner, which in turn delays our strategic planning meetings." A - Action 🎯 Suggest clear steps or actions for improvement. Make them achievable and agreeable. "Moving forward, I'd like you to use a project management tool to track your progress on the reports. Additionally, please check in with me a week before the report is due if you anticipate any delays. This will give us a chance to address any issues proactively. Will that work for you? R - Result 🌟Agree on a follow-up or a review mechanism to assess progress. "Let's schedule a brief check-in two weeks from now to discuss how things are going with the report preparation. This will give us a chance to adjust our approach if needed." 👉 Why CEDAR? By following the CEDAR model in this way, you provide clear, specific, and actionable feedback that helps the recipient understand the issue and how they can improve, while also demonstrating your support for their development. 🔥 Pro Tip: Practice empathy. Feedback is a two-way street. Listen, adapt, and grow together. CEDAR isn’t just a framework; it’s a roadmap for constructive, growth-focused communication. How have you implemented feedback frameworks like CEDAR in your leadership or teamwork? ------------- If this was helpful to you, consider following me for more content to grow yourself and your business.

Do you have a process in place to measure how well your new functionality is being embraced? The saying, "you get what you measure", holds especially true when it comes to change adoption in agile environments. One effective method is the Rose, Bud, Thorn technique, a tool borrowed from design thinking that's perfect for gathering feedback. At the end of a sprint, when new functionality is accepted and put into operation, launching a feedback survey is key. The Rose, Bud, Thorn method offers a simple yet powerful way to codify feedback: 🌹 Rose: Something positive that has gone well. 🌱 Bud: An aspect with potential that hasn't fully blossomed yet. 🌵 Thorn: A pain point or challenge that needs addressing. As an example, you would implement this by asking your stakeholders to capture their experiences on sticky notes and categorize them under Rose, Bud, or Thorn on a whiteboard. This feedback should be discussed during cross-functional team meetings with leadership and can serve as valuable input for sprint reviews or structured release feedback. Additionally, statement starters like "How might we...?" or "In what ways might we...?" can further channel feedback, offering a fresh perspective and helping to identify opportunities for improvement. Remember, involvement breeds commitment. Regular input and feedback collection should be embedded in your agile approach, influencing sprint cycle planning, future feature prioritization, and overall adoption. #ChangeManagement #ChangeLeadership #ChangeAdoption #Agile #ProjectManagement

Feedback can turn an average organization into a powerhouse. 📈  As a Chief Executive, harnessing effective feedback loops is key to driving continual improvement and alignment.  Here’s how to do it: 1. Set Clear Objectives: What are you aiming for? Whether it’s boosting team performance or uplifting product quality, clarity is essential. 2. Cultivate Open Communication: Foster an environment where all voices are heard. Regular meetings or digital platforms can bridge communication gaps. 3. Schedule Regular Check-Ins: One-on-ones and team meetings keep the pulse on progress and challenges, enabling timely realignments. 4. Leverage Surveys: Use surveys or questionnaires to extract valuable insights from employees and stakeholders. This data can highlight areas needing attention. 5. Act on Feedback: Analyzing feedback is just the start; implementing change communicates that feedback is respected and valued. 6. Build a Feedback Culture: Acknowledge and reward constructive feedback. When leaders exemplify its importance, it becomes a norm. 7. Use Technology Wisely: Feedback tools streamline processes, ensuring efficiency and impact. 8. Invest in Training: Equip your team with skills to deliver feedback that’s constructive, not discouraging. Master these steps and watch your organization's culture and performance soar. Ready to dive deeper into any particular step? Let’s discuss! For more posts like this, follow me @ https://lnkd.in/gnrwyZtR

Customer feedback is a gold mine of information. It can reveal areas where you're excelling and pinpoint opportunities to improve. Here's a roadmap for transforming customer feedback into a journey of continuous improvement: Provide various avenues for customers to share feedback, such as surveys, email, social media, in-person interactions, and online review platforms. Look for recurring themes or patterns in the feedback data. This helps pinpoint areas with consistent praise or concern. Use sentiment analysis tools to understand the overall emotional tone of the feedback. Prioritize addressing negative feedback. Offer sincere apologies and outline concrete steps you'll take to address the issue. Create specific action plans outlining how you'll address the identified areas for improvement. This may involve product development, service tweaks, or changes to internal processes. Establish clear timelines for implementing changes and track your progress towards addressing the feedback. Based on the results, be ready to adapt your strategies and continue the cycle of improvement. By actively listening to your customers, taking their feedback seriously, and implementing meaningful improvements, you can build stronger customer relationships, drive loyalty, and achieve sustainable business success. #customerexcellence #customerexperience