Mastering Feedback
- Morgan Hunter
- Jan 23
- 3 min read
Into the shadows with Stacy Young
In this episode of Monster in My Closet, Anil and Morgan explore the art of delivering and receiving feedback with their guest, Stacey Young, an expert in fostering feedback practices that empower teams. They discuss how feedback can shift from being feared to being a valuable growth tool, emphasizing actionable strategies for leaders. Stacey shares insights on building a feedback culture, tailoring delivery methods to individuals, and navigating the challenges of high-stakes feedback conversations. From identifying feedback as a "white elephant gift" to actionable frameworks like SBI (Situation-Behavior-Impact), this episode unpacks practical steps for creating a culture of trust and continuous improvement. These show notes include the following:
"Feedback is a gift—but sometimes it's like a white elephant gift. You open it up, and it’s an old oven mitt!"
Key Takeaways
Build a Feedback Culture: Embed feedback practices in your organization’s DNA by setting expectations, providing frameworks, and holding leaders accountable. Create quarterly growth conversations to maintain consistency.
Know Your Team: Understand how each individual prefers to receive feedback (e.g., private vs. public acknowledgment). Tailor your approach accordingly.
Make Feedback Specific: Use the SBI framework: clearly state the situation, observed behavior, and its impact. Example: “In today’s meeting, you interrupted others, disrupting the conversation’s flow.”
Prepare for Tough Conversations: Have a plan. Set the tone before delivering constructive feedback, allowing the receiver time to process and respond.
Follow Up: Revisit feedback after a cooling-off period. Encourage the recipient to suggest solutions or next steps.
Differentiate Feedback Types: Clarify whether feedback addresses immediate performance issues (must-fix) or opportunities for growth (nice-to-fix).
Timeliness Matters: Don’t save up feedback for quarterly reviews. Deliver it in real time during weekly or biweekly check-ins.
Foster Psychological Safety: Reinforce that failure is part of growth. Approach mistakes collaboratively and constructively.
Handle Defensiveness with Empathy: Acknowledge the difficulty of receiving criticism, pause the conversation if needed, and revisit with a fresh perspective.
Leverage Feedback Themes: Identify recurring themes to address systemic issues rather than one-off incidents.
"Don’t sell past the close. If feedback’s not landing, stop digging deeper. Know when to jump ship."
Research and Statistics
Gallup Research: Employees who receive regular feedback are 3.6 times more likely to be engaged at work, yet only 19% report receiving meaningful feedback frequently.
SBI Framework Effectiveness: Studies show that structured feedback models like SBI improve clarity and reduce defensiveness by 25%.
Psychological Safety: Google’s Project Aristotle revealed that psychological safety is the #1 factor in high-performing teams, with feedback playing a critical role.
Real-Time Feedback: Research from Deloitte shows that real-time feedback improves productivity by up to 12%.
Suggested Reading
Thanks for the Feedback by Douglas Stone and Sheila Heen
Radical Candor by Kim Scott
Crucial Conversations by Patterson, Grenny, McMillan, and Switzler
The Fearless Organization by Amy Edmondson
Drive by Daniel Pink
"Feedback is a gift—but sometimes it's like a white elephant gift. You open it up, and it’s an old oven mitt!"
Wrap-up
Feedback isn’t just a managerial tool; it’s a pathway to trust, growth, and innovation when done right. By adopting intentional practices, leveraging proven frameworks, and fostering a culture where feedback is welcomed, leaders can transform their teams into high-performing, engaged, and resilient groups. Remember, feedback isn’t about perfection—it’s about progress. With a growth mindset and a little humor (looking at you, white elephant feedback), anyone can master the art of meaningful communication.
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