Offering and receiving feedback

Offering and receiving feedback is important to our relationships and resilience. Improving our ability can be transformative for us personally

Conflict is a natural part of life. Every group and relationship experiences conflict, regardless of context or background. While some conflicts may feel uncomfortable, not all conflicts have to be negative. Many conflicts can have positive or generative possibilities. Conflict can be rewarding, educational, collaborative, and contribute to positive inner transitions in both individuals and relationships. This may involve re-framing conflict as a beneficial learning experience, rather than something to fear. A lot of this has to do with how we offer and receive feedback.

Feedback is a natural and common form of communication aiming to convey information that will ideally lead to desirable outcomes or changes in behaviour. Feedback provides information about impacts arising from activities and behaviours within any system. It can be a simple and straightforward communication about how an individual’s actions are impacting on others. This can help individuals to learn and grow, improving how individuals show up in a group. And it can also help groups to more effectively work together and deliver whatever they are aiming to do.

By transitioning towards ‘feedback culture’ groups can normalise feedback. This can involve developing group agreements around feedback: like using compassionate language, ensuring that emotional charges are absent, or giving feedback little and often (not letting it build up). Learning feedback etiquette is also helpful and may include: starting feedback with an appreciation, ensuring it is a good time to give feedback, or being willing to make time and space for receiving feedback.