Last year, Andrew, a teammate for the last 10 years, shared some unpleasant feedback with me; “Buddy, you are acting like a bitter man.” At the time this bit of “discouraging” feedback was offered, I guess I was bitter; and not even aware of it. In fact, I had allowed some personal setbacks in my life to become so consuming that I was starting to force people away. I was so concerned with myself that I never even noticed. I’m sure many of my teammates saw this happening, and only one had the courage to tell me about it. Is Andrew still my friend? Yes! And, I wish I had more teammates who would tell me about my actions and attitudes . . . whether effective or ineffective . . . through sharing “encouraging” feedback.

This “bitterness” episode made me wonder,

• Why is it so hard to give and receive feedback on project teams?

• Why do some project leaders dread implementing 360-degree feedback on project teams?

• Why do some of us believe that a lack of feedback will actually make us better project leaders?

As Robert Burns, the Scottish poet, said, “O would some power the gift to give us to see ourselves as others see us.” (Poem "To a Louse" - verse 8). When we invite feedback, it is possible for us to see ourselves as others see us. We need feedback to keep us on course.

BIG IDEA: Take one teammate to lunch each week and ask:

• How can you become a better project leader?

• How are your listening skills?

• How are your trust levels?

Discuss how you feel about giving and receiving feedback with each teammate.

If you get some feedback that it is hard to hear, do not blame someone else or say, "I'm sorry," or wallow in self-pity. Just say, "Thank you!" You do not need to defend yourself or apologize profusely.

According to Jeffrey Gitomer, when you say, "Thank you, I appreciate you bringing this to my attention. Now that I know about it, I can fix it right away," your words clearly state an implied apology, a desire to take action, and a ton of self-confidence. You are expressing your attitude in the form of positive action.

Encouraging feedback is a primary key to motivating project teams. Motivated project teams deliver improved products, services, and results . . . on time, on target, and on budget.

Start today . . . to develop a healthy feedback culture on your project team.