Have you ever considered how we got to be the advanced beings we are all today? How did we get from living in caves, grunting and sharpening sticks to skyscrapers, mobile phones, and supersonic stealth planes?
Nature Discriminates
Darwin’s theory is that nature positively discriminates. Anyone who does something different that gives them an edge is more likely to survive. If you’re not part of the change you’ll get left behind. It’s the world’s way of doing more than just surviving, of getting better.
Your world is no different. Evolution is nature’s way of giving feedback. Admittedly, in nature’s case it’s pretty hardcore. Change or you’ll be extinct. The stakes are not quite so high in business but then everything’s relative.
Business Evolves
Many people these days work in a constantly evolving, increasingly competitive environment. Change happen fast. It doesn’t take millions of years, it takes days, hours even minutes for the landscape to shift.
Perhaps the most straightforward changes for you personally will involve learning new skills, and changing what you do. These may be different systems you have to deal with, or different information you need to be aware of and use. The more complex changes are around changing how you do things. This is about you, how you communicate, interact and behave. The key to changing this is feedback.
Recognition is NOT feedback
Ask a colleague what ‘feedback’ means and they’ll you’re probably tell you it’s about telling someone when they’ve done something well or badly. Often that’s where it ends. Giving someone a pat on the back is great, they’ll feel good, they may even feel good for a long time and always remember it. We all need to do this. Recognition and appreciation are incredibly important to motivate people. Recognition however is not the same as feedback. Feedback is specific, relevant and constructive. It promotes a positive sustainable change in behaviour.
Laurence Olivier’s Othello
One of Britain’s greatest actors Laurence Olivier performed William Shakespeare’s Othello at the National Theatre. His performance one night was so perfect the audience gave him a standing ovation that seem like it would never stop. The cast applauded him off the stage Olivier however appeared furious. He stormed into his dressing room threw his cloak to one side and started wiping off his makeup. A young actor observing this was very confused. Here was a man who just giving the performance of it life, acclaimed by everyone and he was disappointed, even angry. So, he approach Olivier and said,
“Lawrence what’s the matter why are you so upset? They loved you! You were amazing!”.
Olivier replied,
“yes I know, but I don’t know why!”.
Feedback has to Motivate
The problem is that when the applause dies down you need to know how to repeat what you did well. Feedback has to be specific. It also has to motivate. People don’t change unless there is a good reason to do it, a clear benefit to them. whether you’re the one giving feedback to the one receiving the benefit of change must be clear. If we believe we will lose by standing still we will be motivated to change
Leaders who are able to give and receive feedback effectively motivate and inspire, and so get the best out of their teams. If you are someone who can do this, you will not only improve your own performance, and that of those around you, but you will also support your own career development.
Don’t be an endangered species, start sharpening your skills!
David Solomon
Managing Director, Sun and Moon Training
@SunMoonDavid
Photo copyright: trevorbenbrook / 123RF Stock Photo