To facilitate exchange of information related to the effect of actions for the purpose of:
- Stewarding continued learning and growth of individuals
- Building trust and attending more effectively to needs
- improvement of systems and increasing the capacity to support NGL’s purpose
Principles for Increasing the Flow of Feedback
Connection is at the heart of feedback.
Self-connection: If I receive feedback it supports my willingness to receive. If I give feedback it supports my clarity and the likelihood that it is received
The more self-acceptance I have, the easier it is to hear feedback
The more trust I have, that the other person cares about me and the relationship, the easier it is for me to receive their feedback
If I allow myself to be touched by the feedback, this will build trust with the giver and convey care for them as well as their mattering to me.
When I offer feedback in the form of observations linked to my values, to my needs or to our shared purpose, it is more likely to be received without defensiveness.
If the relational layer is not clear and solid, it will be in question whenever trying to give feedback.
The more willingness I have to receive feedback, the easier it is for the feedback to be received regardless of the form it is in.
The less emotional charge I have about the feedback I want to give and the less I want the other person to change, the more likely it is that the person will be able to receive what I say as feedback and learn from it.
Principles of Feedback within Systems
Systems need feedback mechanisms in order to function well.
Feedback is the learning mechanism that exists in nature and giving and receiving feedback is designed to support the entire organization in functioning more effectively.
The primary intention of providing feedback is to contribute to another person’s learning and our shared capacity to support a shared purpose. The more we are able to remain within this intention, the easier it is for the receiver to make use of what we offer.
Fully collaborative feedback seeks information from all stakeholders, within and outside the organization.
When and where feedback is free to flow, it increases the chances that creativity will emerge as those who are part of such a culture will experience a level of mattering and trust that creates a sense of safety and freedom of expression.