“Working with Jason really helped me to work through my blind spots and become a better leader. I can’t say enough great things about how impactful working with Jason was for me personally and professionally.” Joel Clum, COO, Worldwide Express $1B Revenue (Shipping & Logistics)
Here’s how to create a great feedback process for events, product launches, and major milestones. It will help you and your team/organization make continuous improvements that will show up in your products, services, and other outcomes.
Navy Seals use the below process. It’s why they are the best in the world.
Pixar uses a similar process called the Brain Trust. Their president has said all their movies suck in the beginning. So they get the team working on the movies together at certain points to provide feedback. This feedback is what shapes the movies improvement. I was fortunate to work there and see this in action.
You need to also create rules of engagement such as:
The feedback needs to be about the outcomes and process, not the person.
Everyone needs a chance to speak (and I suggest the most junior people go first. If not, you can get confirmation bias.)
Feedback Process for Major Events, Product Launches, Milestones, etc.
Great talent often produces poor results. Social cohesion and connection are far more important.
Google found that all-star teams rarely ever produced all-star results. It’s how the team engages and interacts with each other.
Egos get in the way (I.e. the need to be right)
People don’t want to listen
“What interested the researchers most, however, was that teams that did well on one assignment usually did well on all the others. Conversely, teams that failed at one thing seemed to fail at everything. The researchers eventually concluded that what distinguished the ‘good’ teams from the dysfunctional groups was how teammates treated one another. The right norms, in other words, could raise a group’s collective intelligence, whereas the wrong norms could hobble a team, even if, individually, all the members were exceptionally bright.”
‘“As the researchers studied the groups, however, they noticed two behaviors that all the good teams generally shared. First, on the good teams, members spoke in roughly the same proportion, a phenomenon the researchers referred to as ‘‘equality in distribution of conversational turn-taking.’’ On some teams, everyone spoke during each task; on others, leadership shifted among teammates from assignment to assignment. But in each case, by the end of the day, everyone had spoken roughly the same amount. ‘‘As long as everyone got a chance to talk, the team did well,’’ Woolley said. ‘‘But if only one person or a small group spoke all the time, the collective intelligence declined.’“
“Second, the good teams all had high ‘‘average social sensitivity’’ — a fancy way of saying they were skilled at intuiting how others felt based on their tone of voice, their expressions and other nonverbal cues.”
Don’t believe the myth that if you hired great people, you’d get great results.
Collective intelligence almost always trumps brilliant individuals.
Check out the study I quoted above: https://www.google.com/amp/s/www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.amp.html
Organizations w/ high levels of employee engagement report THREE TIMES higher revenue and profit than firms with lower engagement levels. Challenge is only 16% of all employees are operating at peak performance (their maximum effort), with employee engagement at less than 30%.
Whom is your organization is managing this at a leadership level? Is it a priority? What specific initiatives do you have in 2019 around it?
I find organizations are short on details whether they are a Fortune 10 company or small organization. You can 3x to 10x your metrics with the least amount of money spent on anything you do. It can be in 6-8 hours per year per employee. You can essentially pay for your ENTIRE workforce in 2019 out the increase plus the costs to do it (i.e. free labor).
Does your organization want to increase revenue/profit in 2019? If the answer is YES, then here is your “goldmine.”
One way is to download my free team building and performance game, Cards Against Mundanity. Takes five minutes to set up and play. Increases engagement, team closeness, trust and performance by 20%+ in 45 minutes or less. You’ll also find suggestions through out my blog and what you can do.