Feedback in een lerende organisatie!
As an organisation, but also as people and employees, we have to keep learning!
Lifelong learning 😉
There is much to be learned about ´The learning person in a learning organisation´, in this blog I will briefly discuss one of the most important pillars, asking for, receiving and giving feedback, an important skill in a learning organization.
As an international entrepreneur, psycho-social worker, nutritionist but also as coach/trainer of horses and riders, flexibility and adaptability is a supporting pillar for me.
Flexibility is part of a learning organisation
A learning organisation likes to employ people who are flexible and open-minded, who are open to developing new competencies and who are proactive (i.e. not reactive in disguise).
A rigid outlook, on the other hand, cramps you. And opening yourself up to improvement only when absolutely necessary is a waste of time and an opportunity.
Think of the possibilities!
You can see it as thinking in possibilities and opportunities. It is precisely because of this openness that you will more quickly see more learning paths and develop further as a learning organisation. Yes, and of course, every fact has its downside.
A downside of flexibility might be that you go beyond your limits.
It is therefore important to know your limits and to indicate them in time.
Maybe you’re tiptoeing around the idea that you’re losing too much energy doing what you’re doing from that open, flexible attitude. It may be that you are working beyond your capacity or have bitten off more than you can chew because you are so flexible but you have allowed your adaptability to override your limit.
Without any downside, open and flexible thinking is indispensable to keep learning!
Learning from feedback as seeker and receiver
The basis of a learning organization is organizing feedback.
Feedback ensures that we can learn at all levels.
We can change organisational behaviour in this way and make it a shared process.
So don’t feel vulnerable when asking for feedback, focus on the ‘drive’ to learn from it. You can also learn from it how someone formulates their feedback, for example.
Think carefully beforehand about what exactly you are asking and why specifically to that one person? This will help you to receive and interpret the feedback response.
So a nice collective learning process comes from interaction with and between different people who are open to giving and asking for feedback.
for example, you can decide to ask for feedback more often (both in your work and in your private life) about you in your role, you in a situation, you in your function or you in your task etc.
Receive the feedback playfully, open-mindedly and without judgment.
So don’t pass judgement on yourself or the feedback giver.
Try to put yourself in the position of the person you are asking and receiving the feedback from. Let the feedback be there and take the time to experience what you can do with it.
It’s about you getting something out of it that enriches you and teaches you something, because that’s what drives you.
Choose a good time or arrow when it is convenient and do not ask someone in a hurry with a full head in the corridor.
I sometimes hear that asking for feedback is felt as weakness, as if you can’t do it yourself and that you need help. And the fear linked to that is that you are not good enough or insecure.
Applicating and receiving feedback in an open and flexible way is a foundation for a learning organisation!
Learning from feedback as a giver
What does it do to you when someone asks you for feedback?
That probably depends on the person asking you. (your good friend, your employer or your team member) but also on the theme and the circumstance in which the question comes to you.
Is it okay for someone to ask you for feedback? It is very nice for the person asking you to be open and flexible. The whole learning process can be abruptly interrupted if, for example, you react hastily or with fatigue. Moreover, it can seriously feel like rejection for the person asking if you react in a short or disinterested way.
It is important for you as a giver, but just as important for the feedback seeker, that you are friendly here as welland that you set your limit if necessary. For example, it may not be convenient for you right now, but say that you would like to listen or watch it with your full attention. And vote when it is convenient! It’s not asked of you for nothing.
How you relate to the subject and the person asking you is also crucial.
In general it is felt to be pleasant and beneficial to have a relationship when another person approaches you and asks for feedback. Given the learning objective, someone hopes to learn or pick up something from you.
Giving and receiving feedback creates an open and learning exchange with the aim of enriching you with new inspiring visions.
More focus on “the learning person” in the “learning organisation?”
Counseling for You consists of a dynamic team of counselors who provide online business counseling and counseling for individuals. We use different forms of counselling supported by the right software for optimal results. These include video-call, WhatsApp, telephone and email sessions.
Written by Caby Kim Hozeman