Feedback as a learning tool

How is feedback framed in your own mind or organisation? 

The perspective or framing can dictate how feedback is given and received. If you position it as a learning or continual improvement tool, it feels forward focused and empowering. Position it as corrective action or poor performance management, it feels like a telling off.

Often we remember our favourite teachers, mentors or guides because of the way in which they made us feel. They acted in a way that we learned, believed in ourselves, nurtured us, and allowed us to ask questions and "have a go". They praised us when we succeeded and helped us when we failed. 

Think about your favourite teacher or leader; what qualities did they have and how did that impact the culture or environment?

Any form of learning has an outcome or target in mind, Feedback is the means by which the learner and teacher can measure progress against that outcome. If you are trying anything for the first time, there is a chance you will make some mistakes until you master the task or activity. Your systems, processes or mentor (manager, teacher) gives you feedback to let you know if you are doing it right. When you do get it right, you progress to the next level, get a certificate or praise.

In cultures where feedback is framed positively, it is embraced rather than feared. It is continual rather than loaded in a quarterly performance review or annual appraisal. It is in real time conversations where learning or positive reinforcement can lead to real time impacts. There is no point trying to correct a mistake a week, month or year down the line, just as their is no point giving praise for a job well done a month later. Learning and reinforcement happens in the moment. It is time bound.