What an SDM can learn from swimming coach
My daughter is a competitive club swimmer. One common routine for swimmers at this level is to line up after each practice and match to receive personal feedback from the coach. In 2-3 minutes, the coach tells each swimmer what they did well and, more importantly, where they need to improve, offering constructive feedback. I've always marveled at how the coach recalls all these details for 20-something swimmers. They must have a photographic memory!
A substantial portion of an SDM's work hours should be dedicated to coaching team members. However, SDMs often find it challenging to give constructive feedback. Delivering good news, like "You did really well on this project!" is easy for anyone. Yet, what sets a good SDM apart is how they balance positive and constructive feedback in their coaching approach. This is a delicate task that must be handled with care. Here are some ideas on how to give constructive feedback:
Be Situation-Based: Don't offer vague feedback. Be clear and specific about a situation in which the person did well or where they could improve. Use specific examples to illustrate your points.
Focus on the Behavior, Not the Person: Constructive feedback should address specific behaviors, not the person's character. Talk about what the person did, not who they are. For example, instead of saying, "You're not a good team player," say, "In today's meeting, your points overshadowed others' ideas. It would be helpful next time if you could give others more space to speak."
Use 'I' Statements: Frame feedback from your perspective to avoid sounding accusatory. Say, "I noticed that..." or "I felt that..." instead of "You did this..."
Make It About the Future: Constructive feedback isn't just about pointing out past mistakes, but also about providing guidance for the future. Suggest how the person can improve moving forward.
Keep It Balanced and Calibrated: While pointing out areas for improvement is necessary, also highlight what the person does well. This shows that you're paying attention to their strengths, not just their weaknesses.
Ensure It's Timely and Regular: Give feedback as soon as possible after the event to keep details fresh and relevant. Make it a regular practice.
Be Open to Dialogue: Encourage the person to respond to your feedback. They may have insights or context that you weren't aware of. Remember, feedback is a two-way conversation.
Show Empathy: Understand that receiving feedback can be challenging. Display empathy and be considerate of the other person's feelings.
Just like a good swimming coach, an SDM uses feedback to help team members grow and improve, not to criticize them. As Henry Ford said, "Don’t find fault, find a remedy."
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