b'We must first be very certain that were actuallyinstead of coming across as just managing someone, providing feedback, says Micah Craven, president ofCraven says. 60% Integrity Communications. While that might sound likeIn addition, Shaver says approaching feedback withof people common sense, its not common practice to providepositive intention is important for it to be accepted. report theyd feedback on a regular basis. Just deliver the piece of information that you needlike feedback While there could be many reasons from that to deliver as soon as possible, Shaver says. In addition,on a daily basis.especially if a previous feedback opportunity endedthe key is to focus on behavior without judgement or poorlyits important to ensure that feedback is beingassumption of the intention.delivered. Another part to giving feedback well is ensuring Second, it is a loop, meaning its something continu- youre delivering feedback with a purpose by keeping a45%ous, Craven says. Its a continued investment wheresolution to the problem in mind.of people want youre always learning from it. You need to understandIn laymans terms, do not provide feedback unlessfeedback from how the feedback is going to be applied and actionable.youre prepared to be part of the solution, saystheir peers as But, when it comes down to itfor employees toWaschek. If you are the type of individual that wantswellnot just feel safe enough to express feedback, whether its toyour organization to improve and you want your careermanagement.their supervisor or a coworker, a safe and trusted envi- to advance, its important to understand how to lead ronment needs to be created. your peers and coworkers without the title of supervisor. You cant force employees to give feedback toTheres a lot more to the conversation, but these tips one another, says Jonathan Shaver, owner of Envisionwill get you started on a journey of not only bettering8Partners, LLC. You need to create conditions whereyour feedback skills, but your communication skills forout of 10 they feel safe to do that, or they feel an internal or per- the future.SW people are sonal obligation to do that. leaving their Shaver says this is called psychological safety orjobs because creating an environment where there are no negativeof something repercussions organizationally, or if there are negativetheir supervisor repercussions, they are addressed by the leadership ofcould have an organization.prevented.Its also important that leadership role models feed- WHERE backto show what giving feedback and receivingON THE WEBfeedback should look like, Shaver says.After establishing that safety net, it comes down toWant to learn more and hear the rest of the conversation? Listen at https://www.youtube.com/watch?v=oi5PNVcE8vsmodeling proper, constructive feedback.Offering the Feedback GiftWhen it comes to offering feedback, it all comes down to how you deliver it.We encourage all our clients to really embrace the concept of feedback being a gift, Craven says. As long as its delivered as such, itll be received as such. When we view feedback through that lens, we begin looking at it differently.Instead of looking at it like work and a critique, instead, itll be viewed as someone making an invest-ment of their time, energy and effort in helping some-one to be better at what they do. Ensuring feedback is specific balanced and unjudg-mental ensures that its more of a gift and investment 52/ SEEDWORLD.COMJUNE 2022'