Emma Coombe

She said, when we stopped doing formal performance reviews, we instituted informal 360 degree reviews. We kept them pretty simple. People were asked to identify things that their colleagues should stop, start or continue. I think that's really a neat way of structuring feedback conversations. Dee, I'd like to turn back to you now.

She said, when we stopped doing formal performance reviews, we instituted informal 360 degree reviews. We kept them pretty simple. People were asked to identify things that their colleagues should stop, start or continue. I think that's really a neat way of structuring feedback conversations. Dee, I'd like to turn back to you now.

We've seen in our research that when a leader demonstrates willingness to take on feedback, it has a measurable impact on inclusion and increased feelings of belonging by employees. What are the other benefits when leaders choose to act on employee feedback?

We've seen in our research that when a leader demonstrates willingness to take on feedback, it has a measurable impact on inclusion and increased feelings of belonging by employees. What are the other benefits when leaders choose to act on employee feedback?

We've seen in our research that when a leader demonstrates willingness to take on feedback, it has a measurable impact on inclusion and increased feelings of belonging by employees. What are the other benefits when leaders choose to act on employee feedback?

I think that's so critical, Dee. When leaders feel heard, they're much more likely to be creative and be unafraid to think outside of the box. I also think when feedback is acted on, you're much more likely to feel engaged with the organization and express loyalty. Feedback ultimately is a gift.

I think that's so critical, Dee. When leaders feel heard, they're much more likely to be creative and be unafraid to think outside of the box. I also think when feedback is acted on, you're much more likely to feel engaged with the organization and express loyalty. Feedback ultimately is a gift.

I think that's so critical, Dee. When leaders feel heard, they're much more likely to be creative and be unafraid to think outside of the box. I also think when feedback is acted on, you're much more likely to feel engaged with the organization and express loyalty. Feedback ultimately is a gift.

You might not always like the gift, but it's an invaluable opportunity to see ourselves as others do and unlock our full potential as leaders and colleagues. And in today's world where inclusion is more important than ever before, getting feedback from a wide range of individuals with views different to your own allows you to become a truly inclusive leader.

You might not always like the gift, but it's an invaluable opportunity to see ourselves as others do and unlock our full potential as leaders and colleagues. And in today's world where inclusion is more important than ever before, getting feedback from a wide range of individuals with views different to your own allows you to become a truly inclusive leader.

You might not always like the gift, but it's an invaluable opportunity to see ourselves as others do and unlock our full potential as leaders and colleagues. And in today's world where inclusion is more important than ever before, getting feedback from a wide range of individuals with views different to your own allows you to become a truly inclusive leader.

Embrace feedback, both giving and receiving with an open mind and a commitment to growth and watch how it can transform your organization. So our time in the lounge today has come to an end. I'd like to thank all our guests for sharing such invaluable insights. In 30 seconds, this is what we learned. Effective feedback focuses on specific behaviors, not personality.

Embrace feedback, both giving and receiving with an open mind and a commitment to growth and watch how it can transform your organization. So our time in the lounge today has come to an end. I'd like to thank all our guests for sharing such invaluable insights. In 30 seconds, this is what we learned. Effective feedback focuses on specific behaviors, not personality.

Embrace feedback, both giving and receiving with an open mind and a commitment to growth and watch how it can transform your organization. So our time in the lounge today has come to an end. I'd like to thank all our guests for sharing such invaluable insights. In 30 seconds, this is what we learned. Effective feedback focuses on specific behaviors, not personality.

Frame feedback constructively to enable growth and development, avoiding subjective or contradictory comments. Creating a culture of psychological safety is essential for encouraging honest upward feedback, which requires leaders to actively solicit input at all levels.

Frame feedback constructively to enable growth and development, avoiding subjective or contradictory comments. Creating a culture of psychological safety is essential for encouraging honest upward feedback, which requires leaders to actively solicit input at all levels.

Frame feedback constructively to enable growth and development, avoiding subjective or contradictory comments. Creating a culture of psychological safety is essential for encouraging honest upward feedback, which requires leaders to actively solicit input at all levels.

Actively listening to feedback, asking clarifying questions and approaching it as a collaborative dialogue rather than defensively are critical skills for receiving feedback productively. and integrating feedback into regular interactions rather than relying on annual reviews and seeking diverse perspectives through mentors or team debriefs helps leaders continuously grow and innovate.

Actively listening to feedback, asking clarifying questions and approaching it as a collaborative dialogue rather than defensively are critical skills for receiving feedback productively. and integrating feedback into regular interactions rather than relying on annual reviews and seeking diverse perspectives through mentors or team debriefs helps leaders continuously grow and innovate.

Actively listening to feedback, asking clarifying questions and approaching it as a collaborative dialogue rather than defensively are critical skills for receiving feedback productively. and integrating feedback into regular interactions rather than relying on annual reviews and seeking diverse perspectives through mentors or team debriefs helps leaders continuously grow and innovate.