Feedback Is a Major Component of Organizational Success

Organizational culture is hard to define, and everyone is involved
Recently, I have been writing a lot about the importance of having a stellar organizational culture. While the concept is hard to define, to me, organizational culture is a feel, a collective attitude, a sense of “flow”.  And, while it starts at the top, employees at various levels of an organization can step up and be leaders and role models in establishing and maintaining a winning culture.

What does great organizational culture look like?
I worked for two organizations that had winning organizational cultures. What a blessing.  We worked hard and played hard in that we loved working together, were a true team.  We rooted for and helped one another. The competition was all outside the firm, not inside, and we respected our senior leadership and bosses.

When creating a great organizational culture, hiring the right people matters
I’ve always believed in hiring great people, remembering to think about emotional intelligence in selecting people, and then under-managing instead of over-managing. I believe in setting expectations, which our people will try to live up to, and letting them know you are there to help and support them to do great work and succeed.

Look for humility and inner-confidence
Two qualities of highly effective leaders are humility and inner-confidence. Leaders set the tone for organizational culture and these qualities lead to a team philosophy of “we are good, yet if we strive for continuous improvement, individually and as a team, we’re on the path of great success, even best in class.”

While I am a sports fan, I seldom use sports analogies in business. There are similarities and plenty of differences, with the many complexities in the business world. Yet, here’s an example of quality leadership I admire.

As I was driving yesterday, I listened to a sports talk program discussing the previous evening’s pro football game, where the hosts discussed Eli Manning, the quarterback of the N.Y. Giants. The Giants had unexpectedly won with a team decimated with injuries to key players. The football analysts on the program said the explanation was simple: Manning is a quiet leader. He helps his teammates play well, very well, puts the spotlight on them, and does not look for personal credit. As a result, his teammates want to do their best for him.  They believe in his leadership.

That’s the culture we want in our organizations.

Feedback is key
Let’s recognize that a key component of teamwork and a winning culture is giving meaningful and effective feedback. It helps people develop, do great work, and be successful. It’s teammates helping teammates.

Offering feedback, positive and constructive, and asking for, welcoming, and being receptive, not defensive, to feedback are signs of strength.

I recommend an insightful quick read, a 31-page booklet available from the Center for Creative Leadership. The title is Feedback That Works:  How To Build andDeliver Your Message and it is available online.