Addressing non-inclusive behavior is absolutely vital for leaders that are trying to create inclusive teams, environments, organizations. If we don’t call out and address the behavior, then we’re effectively saying it’s okay. So we’re gonna aim to do this as much as possible. And what’s really important in terms of how we do this is that we use a model that allows us to really clearly articulate what it is that we want to share, and also give the other person space to respond and to really understand the feedback that we’re giving.
So the feedback model that we’re sharing with you, and you can go to the link on your card to view it, is one that goes through the following stages.
So the first stage is making sure you are in the right mindset. So checking in with yourself, am I in the right mood to give this feedback? So if I’m angry or I’m stressed, I’m probably not gonna deliver the feedback in the best way.
Better to wait until you are in a really calm and productive mindset. Next stage then is to engage with the person and give them the opportunity to share whether they’re in the right frame of mind to have the conversation. So you might say something like, I’d like to talk to you about a comment you made in the meeting today. Is now a good time.
Once you’ve got their agreement, then it’s about sharing your observation. And we wanna share the observation as factually as possible. So visible behaviors.
So you might say something like, During the meeting you said that Jane was good with technology for someone her age.
Next part of the model is to share the impact of that comment. So the impact could be something like .That comment invalidated Jane’s experience it promoted ageist stereotypes and cause Jane to feel upset.
Next stage of the model then is to give them chance to respond. So, did you realise you said that? Or how do you feel about what I’ve shared?
And then the final stage is all about action. So what do we need to do? So you might ask whether there’s any follow up that we need to take or how we might prevent something like that happening in the future.
If you wanna see the model in more detail, have a look at that link in the card and it’ll take you to a really good explanation for the feedback model.
