Since I am new to the field of PM, I would like to know what is the best way to communicate constructive feedback up the food chain. Any thoughts or article links would be appreciated. Saving Changes...
Ramon RodriguezSanto Domingo, Distrito Nacional, Dominican Republic
Hello Pratik,
This is an interesting question, as no specific manner or formula exist, it all depends of the structure, philosophy and mindset of the organization involved.
What has worked for me in previous situations has been a trade version; I normally identify the issue (in many cases problems) or opportunities of improvement and award possible solutions (improvements) in order to achieve buying from key stakeholders or the top brass in the company.
I'm interesting in getting insights from the rest of the community, as I expressed this is an interesting question.
Hi Pratik, here are some articles you may find helpful:
How to Manage Difficult Conversations with Team Members - http://bit.ly/2oMKY2w How to Overcome Low Employee Engagement Levels (looks at the feedback process) - http://bit.ly/2ljZrAV
While i agree with Ramon Rodriguez that there's no specific formula on such feedback process, it is important to be aware of the organisational's communication culture which could either be vertical or horizontal integration. It would also be advisable to include the business justification which aligned with the mission and vision of the organisation in such feedback even if its negative. Drawing on the mission and vision of the organisation put the management team at their tip toe to concur. Saving Changes...
I agree with Ramon Rodriguez.There are no had and fast Rules.
It depdends on the culture of the organization. When you are new, better understnad the culture and tailor your message accordingly. Ofcourse saying is easier than done...but i think, this is the most feasible apparoach.
I understand culture...as the behaviours, traits ...leaders ehibit demonstarte and tolerate!!
As Samson opined, then you link your suggestion to a Value gain. Saving Changes...
Jess De OcampoLean Six Sigma Professional/Project Manager/Consultant/| .Manila, Ncr, Philippines
Hi Pratik,
Providing feedback to colleagues is crucial. How you deliver the feedback will make the difference.
You may also use the 360° Feedback, a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This works for employees who are afraid to speak out.
You can create a questionnaire in a survey form using different tools such as SurveyMonkey; eSurvey Creator; Goggle Forms, etc.
I Saving Changes...
Andy KaufmanHost| People and Projects PodcastLake Zurich, Il, United States
Regardless of how it's done, it must be done with respect. We must make it clear that we have the other person's best interests in mind.
I just interviewed an author of the book Leadership and Self-Deception. I think it's a must-read. Though it's not specifically about giving feedback up the authority chain, the concepts are important enough that they can be applied.
Two additional resources to consider:
* Dan Rust's book Workplace Poker. It's one of the best books I've read about office politics in the last year.
* Eric Barker's new book Barking Up the Wrong Tree. He has an entire chapter devoted to the science of dealing with your boss. There are some findings in behavioral psychology that go against what we normally want to believe (e.g. who's more likely to get promoted: the person with strong results but a marginal relationship with their boss, or the person with marginal results but great rapport with their boss). Grr.....
Interviews with those authors are available on The People and Projects Podcast (episodes 154 and 180).
Hey Pratik While most aspects of feedback are covered in comments above, one word of caution from my end - before you get into the mode of Feedback, make sure your understanding is correct.
What I mean is, at times, we consider something out of line based on limited context we have. Before we pass on the feedback, it is always better to confirm your understanding of the problem. Getting right context can change your view of the problem. This is true especially when you are planning to give feedback to leadership. Saving Changes...
Andy- I liked your statements and completely agree with you.
"Regardless of how it's done, it must be done with respect.
We must make it clear that we have the other person's best interests in mind"
Thanks Saving Changes...
Beatriz Kelly-SerratoExecutive Leadership Coach & Cybersecurity Coach / Consultant| Aerospace Science Coaching and Consulting, DBAHouston, Tx, United States
Pratik:
The approach Prateek provided is a good start. Asking powerfully framed questions which provide insight to raise awareness for what your team and or management (stakeholders) are concerned about is the first place to start. As a coach when I step into a corporate team with a leader I have no clue what's wrong/ right / or upside down. If I don't ask I have no path or frame of reference to assist the leadership with any kind of clarity on how to proceed. I don't counsel / advise them on how to proceed. I frame questions and instead facilitate the leader to make the choices that need to be made. Afterall they are the leader. In your case, you are the leader so my question for you is, how do you want to proceed? There are discovery tools you can utilize to probe your team for feedback if you want a suggestion on how to proceed. The best book I can suggest is a book by Marshall Goldsmith, "What got you here won't get you there" there is also a YouTube where you can listen to Marshall discuss leadership tips on feedforward and 360 discovery tools. I think these will be helpful for you. These are coaching tools which in my opinion many PM leads would do well to obtain a cert in basic coaching. These skills are so useful when dealing with people in general. I hope this helped, another coaching read is John Maxwell's 5 levels of leadership. There's a lot out there in the coaching realm. Most think it's voodoo but it' works. Saving Changes...
