In a concerted effort to foster a culture of feedback and continuous improvement, PHOENIX recently hosted a Case Clinic session facilitated by Kollektiv New Work (KNW). This session served as a forum for exploration and collaboration, drawing upon the collective wisdom of both internal employees and external professionals.
NW opened the night with an introduction presentation to the feedback culture based on their experience in the field, touching on the intrinsic drivers for personal and organisational growth. This set the stage for an in-depth examination of individual cases, each offering a unique perspective on the challenges people might face in the working environment, easily applicable to their personal lives.
Jana and Cora from bwcon presented a particularly compelling case, posing the question: "How might we establish a feedback culture in our organisation to foster personal and collective growth, especially when not all colleagues prioritise feedback and leaders fail to support the initiative consistently?"
In response to input, participants engaged in a process of inquiry, leveraging questions, images, and metaphors to gain deeper insights. This collaborative exercise laid the foundation for the emergence of actionable solutions and recommendations to nurture a vibrant feedback culture and its benefits.
Among the proposed solutions were:
1. Embracing Incremental Progress: Advocating for integrating feedback into daily responsibilities, encouraging gradual normalisation.
2. Facilitating Dialogue: Suggesting fishbowl sessions to explore underlying reasons for the lack of appreciation for feedback.
3. Promoting Transparency: Advocating for the implementation of anonymous feedback surveys to identify barriers to feedback acceptance.
4. Clarifying the Need: Emphasising the importance of communicating the necessity and benefits of feedback to foster understanding.
5. Highlighting the Benefits: Showcasing the positive outcomes of giving feedback, making it more appealing to individuals.
6. Discussing Consequences: Engaging in conversations about the potential repercussions of withholding feedback, underscoring its significance.
7. Fostering Competency: Providing resources and support to enhance individuals' feedback-giving skills.
8. Leadership Engagement: Encouraging CEOs and leaders to champion feedback practices and integrate them into the organisational culture.
9. Developing Vision and Strategy: Crafting a clear vision and strategy for fostering a feedback culture aligned with organisational objectives.
10. Measuring Progress: Establishing Key Performance Indicators (KPIs) and indicators to monitor the effectiveness of feedback initiatives.
These recommendations, rooted in collective wisdom and informed by real-world experiences, offer a roadmap to navigate the complexities of feedback culture and drive meaningful change.
The CaseClinic session yielded actionable points and underscored the power of collaboration and shared learning in addressing organisational challenges. Moving forward, PHOENIX remains committed to cultivating a culture of feedback, recognising it as a cornerstone of personal and collective development.
In conclusion, the Case Clinic session with Kollektiv New Work exemplified PHOENIX's commitment to fostering a culture of feedback and collective learning, setting the stage for a future defined by resilience, innovation, and shared success.
