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The above article discusses how fostering a feedback culture requires continuous practice and reinforcement within day-to-day work rather than traditional training. McKinsey’s "Receive to Grow" program emphasizes building feedback skills gradually through real-world challenges, promoting open communication and personal growth. By integrating feedback into daily routines and leveraging leadership support, the program helps employees view feedback as constructive, enhancing both personal development and team dynamics. This approach bridges the gap between learning and practical application, strengthening the organization's culture and capability.
CTR FACTOR INSIGHTS:
Here are the top 3 key takeaways from the McKinsey article on building a feedback culture, aligned with the CTR Factor fundamentals of building Credibility, Trust, and Respect:
Credibility Through Practical Feedback Application: McKinsey built credibility by focusing on the practical application of feedback skills directly within the flow of work. This approach led to tangible results, with participants engaging in 250 feedback conversations that wouldn’t have happened otherwise, demonstrating the effectiveness of integrating learning with real-world tasks.
Trust Through Relationship-Building in Feedback: The pilot fostered trust by encouraging frequent, meaningful feedback conversations that strengthened relationships among colleagues. By making feedback a regular and constructive part of work interactions, McKinsey reinforced a culture of openness and trust, where team members feel supported in their growth and development.
Respect Through Resourceful Learning Design: McKinsey showed respect for its employees' time and resources by designing a learning initiative that didn’t take people away from their work but instead embedded feedback practice into daily activities. This resourceful approach not only respected participants’ time but also maximized the impact of learning by aligning it closely with their real work experiences.
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See below the authors who contributed to the McKinsey article:
Lisa Christensen is a director of learning in McKinsey's Learning Design COE, coleader of McKinsey's Research and Innovation Learning Lab, and is based in the Southern California office.
Heather Stefanski is Partner and Chief Learning and Talent Officer, and is based in the Southern California office.
Greg Williams is a Learning Design Expert, and is based in the Denver office.
To access the full resource document please visit the link below.
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