Why No Feedback Is Very Bad Feedback

We recently conducted a workshop on cultivating a high-performance, collaboration culture at HR West in Oakland. Here’s a teaser. Feedback is a critical component.

A Common Critical Feedback Error

At one point, a CEO in our workshop loudly bragged. “Here’s what I do. My executive assistant knows she’s doing a good job when she doesn’t hear from me. If she’s not doing well, I tell her exactly what she’s doing wrong. That works!”

That doesn’t work!

The absence of communication is indeed communication. The absence of performance input is indeed feedback. It communicates volumes. And here’s the thing…

You have absolutely no influence over what your silence communicates. You may think it communicates, “good job.” Not likely.

At the very least, it communicates a message that is far more complex than, “good job.”

And every time, it leaves lots of uncertainty. Uncertainty leads to fear. And fear leads to poor decision making and bad performance.

The Only Effective Feedback Is Deliberate Feedback

Check out this video.

And, please, Let us know what you think.

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Deciding to give more input to your team is a great start. And not all feedback is created equal. We’re always happy to talk with you about what it looks like to be a skillful performance communicator. This podcast episode with Elaine Lin Hering is a great place to start.

Want an Adeptable team?

Book a call today.


Who Is Accountability For?

Accountability: an obligation or willingness to accept responsibility or to account for one’s actions

Who’s it for?

Accountability is one of the biggest concerns for leaders today. It’s a word I hear multiple times daily.

At The Yes Works, we very often get the question, “How do I hold people accountable?”

People resist accountability when they don’t trust the intentions of the person having that accountability conversation.

There’s Science

In his book, Leaders Eat Last, Simon Sinek lays out the evidence. In many workplaces, people wonder whether they belong. People feel ill at ease, anxious, or concerned for their belonging or well being. In that context, there’s a neuro-biological imperative to cover one’s ass.

The brain biologically cannot accept accountability when it feels threatened.

A Powerful Context for Accountable Cultures

Accountability is not for the company’s or for the leader’s benefit. It’s for the benefit — pride, fulfillment, growth — of the person being accountable.

In fact, it’s best to shift one’s thinking away from “holding people accountable.” Shift to simply “being accountable.” That way, it’s an action and a choice of that person for their own sake. It’s not something that’s being done to them.

Would you rather BE accountable or be HELD accountable?

Check out this video.

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Adeptable teams are accountable teams. Accountability becomes something people crave, seek out, ask for. Trouble is, reading an article doesn’t often change behavior. That’s why we created Adeptability Training for your team for a communication and collaboration culture as a matter of habit and mindset. Want an Adeptable team?

Book a call today.