Stay in Our Strengths

Reimagining Team Feedback and Growth Processes 

In this episode, we dive into Chapter 5, "Stay in our Strengths," which reveals a fresh perspective on traditional employee review processes and how visionary leaders can engage better with their teams. 

The Dreaded Self-Review 

If you're an employee, you know the feeling all too well—the dreaded email from Human Resources with the subject line, "Self-Review Due by Next Friday." For many, this annual or semi-annual task is an unwelcome chore that boils down a year's efforts into checkbox statements. Teams dive into evaluations covering performance, alignment with organizational values, individual goals, and participation in training and development. Often, this transforms into a mere compliance exercise to justify salary adjustments rather than a genuine assessment of contributions and growth. 

A Clinical Approach 

Likewise, these mechanized review processes may document more areas for improvement rather than recognize achievements. This approach highlights the gaps, comparing aspirations against the progress made. So who truly benefits from completing these extensive survey forms? Although such rigid evaluations have their place in ensuring accountability, they often do not support the holistic growth and development of team members. 

Staying with Our Strengths 

As we explore ways to enhance continuous growth and innovation, Faircloth suggests flipping the script on traditional feedback systems. Instead of an annual self-review, consider reimagining leadership practices by noticing and appreciating contributions daily. Celebrate progress—focusing on how far you've come, rather than the remaining distance to your goals. Protect deep work and productivity by assigning tasks based on unique strengths instead of generalized role responsibilities. 

Reimagining Feedback and Growth 

This shift calls for clarity about "the why" and defining success before delegating to team members. As a visionary leader, the challenge is to reimagine the feedback and growth processes within your team. While annual reviews may remain a necessary evil, they shouldn't be the sole method for providing consistent and loving feedback. 

Conclusion 

By encouraging a culture where recognizing contributions is a daily norm, leaders can create a more fulfilling environment that genuinely supports team growth. As Winston Faircloth's work in *Team Love* underscores, loving your people who, in turn, love your customers is pivotal. Visionary leadership isn't just about the destination, but also how you uplift your team along the journey. 

Thanks for tuning in to this episode of the For Love of Team podcast. We invite you to share your thoughts and biggest takeaways on our blog at forloveofteam.com/blog. Your feedback is invaluable as we collectively redefine leadership in the modern workplace. Remember, your visionary leadership brings light to the lives of your team members and your customers. Join us next time for more insights from Winston Faircloth.