Tag leadership development

“Got a Minute?”: A Leader’s Guide to the Feedback Talk

Make giving feedback a culture

You've thought about what you want to say. Then you sit down your mouth opens, and the words come out wrong. This post — the third and final in the Building an Honest Feedback Culture Series — walks physician leaders through the feedback conversation, step by step. Drawing on Crucial Conversations by Patterson, Grenny, McMillan, and Switzler, it covers four moves. You'll see how to Start with Heart, Master My Stories, Make It Safe, and STATE the Path. It shows how to share facts without putting the other person on the defensive. The post closes with the power of silence. It also covers what to do when feedback lands hard. And it shows how to handle the conversation when it's with a peer or someone above you.

Care Personally, Challenge Directly: A Feedback Framework

build an honest feedback culture

Even with the right structure in place for feedback, what we say is often shaped by our gut sense of what good feedback sounds like. Most of us often get it wrong. This post — the second in the Building an Honest Feedback Culture — draws from Kim Scott's Radical Candor framework. We will see the two ideas at its core that lead to the four quadrants every leader should know. We will spot the trap most well-meaning leaders fall into. The framework makes us rethink what "caring" really means as a leader. A quick self-test at the end helps you spot the quadrant you live in most often.

Why Not Everyone Gets Honest Feedback

building a feedback culture

Most organizations don't have a feedback culture. They have an annual review process and call it one. The two are not the same. This post, the first in a three-part series, looks at why honest feedback is so rare in physician-led teams. It explores three quiet factors that decide who gets the truth and who gets a polite smile: hierarchy, responsibility, and setting. Drawing on my experience in Toastmasters, where structured feedback is part of every meeting, the post argues that feedback culture is a structure you build, not a process you visit occasionally. It offers healthcare leaders a place to start.