{"id":36008,"date":"2026-08-05T06:45:37","date_gmt":"2026-08-05T06:45:37","guid":{"rendered":"https:\/\/gametree.gr\/?p=36008"},"modified":"2026-08-05T06:55:09","modified_gmt":"2026-08-05T06:55:09","slug":"effective-feedback-the-ultimate-skill-of-a-leader","status":"publish","type":"post","link":"https:\/\/gametree.gr\/en\/effective-feedback-the-ultimate-skill-of-a-leader\/","title":{"rendered":"Effective Feedback: The Ultimate Skill of a Leader"},"content":{"rendered":"\r\n<div class=\"wp-block-spacer\" style=\"height: 50px;\" aria-hidden=\"true\">\u00a0<\/div>\r\n<div aria-hidden=\"true\"><a href=\"https:\/\/gametree.gr\/wp-content\/uploads\/2021\/02\/krakenimages-376KN_ISplE-unsplash.jpg\"><img fetchpriority=\"high\" decoding=\"async\" class=\"alignnone  wp-image-22105\" src=\"https:\/\/gametree.gr\/wp-content\/uploads\/2021\/02\/krakenimages-376KN_ISplE-unsplash-300x200.jpg\" alt=\"\" width=\"920\" height=\"613\" srcset=\"https:\/\/gametree.gr\/wp-content\/uploads\/2021\/02\/krakenimages-376KN_ISplE-unsplash-300x200.jpg 300w, https:\/\/gametree.gr\/wp-content\/uploads\/2021\/02\/krakenimages-376KN_ISplE-unsplash-1024x683.jpg 1024w, https:\/\/gametree.gr\/wp-content\/uploads\/2021\/02\/krakenimages-376KN_ISplE-unsplash-768x512.jpg 768w, https:\/\/gametree.gr\/wp-content\/uploads\/2021\/02\/krakenimages-376KN_ISplE-unsplash-1536x1024.jpg 1536w, https:\/\/gametree.gr\/wp-content\/uploads\/2021\/02\/krakenimages-376KN_ISplE-unsplash-1500x1000.jpg 1500w, https:\/\/gametree.gr\/wp-content\/uploads\/2021\/02\/krakenimages-376KN_ISplE-unsplash.jpg 1920w\" sizes=\"(max-width: 920px) 100vw, 920px\" \/><\/a><\/div>\r\n<div aria-hidden=\"true\">\u00a0<\/div>\r\n<div aria-hidden=\"true\">Effective Feedback is one of the most important aspects of a leader\u2019s role, at any level of seniority and experience. It is not easy, as it balances maintaining good relationships while conveying (potentially difficult) messages effectively.<\/div>\r\n\r\n\r\n\r\n\r\n\r\n<p><!--more--><\/p>\r\n\r\n\r\n\r\n<p class=\"wp-block-paragraph\">In this article, you will find <strong>answers<\/strong> to key questions:<\/p>\r\n<ul>\r\n<li><em>What is <\/em><em>\u0395<\/em><em>ffective <\/em><em>F<\/em><em>eedback?<\/em><\/li>\r\n<li><em>When should a Feedback meeting take place?<\/em><\/li>\r\n<li><em>How is a Feedback meeting conducted?<\/em><\/li>\r\n<li><em>Which soft skills contribute to Effective Feedback?<\/em><\/li>\r\n<li><em>What benefits does Feedback provide?<\/em><\/li>\r\n<li><em>What are common Feedback mistakes?<\/em><\/li>\r\n<\/ul>\r\n<!-- \/wp:post-content -->\r\n\r\n<!-- wp:spacer \/-->\r\n\r\n<!-- wp:heading -->\r\n<h2>\u00a0<\/h2>\r\n<h2><strong>What is Effective Feedback<\/strong><\/h2>\r\n<p>&nbsp;<\/p>\r\n<!-- \/wp:heading -->\r\n\r\n<!-- wp:block {\"ref\":22224} \/-->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Feedback is, at its core, simply a <strong>conversation<\/strong> between two colleagues, most often between a manager and a team member. However, for feedback to be truly effective, that conversation needs to be a good one. But what does \u201cgood\u201d really mean in this context?<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>An honest Feedback conversation reinforces positive behaviors that enhance performance and addresses negative behaviors that may reduce effectiveness. Remember, everyone goes through difficult periods that can affect performance. If you explore what drove a team member to act a certain way, you can bring <a href=\"https:\/\/www.emmaseppala.com\/\" target=\"_blank\" rel=\"noopener\"><strong>kindness and empathy<\/strong><\/a> into the conversation.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>Mindset tip:<\/strong><\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:quote -->\r\n<p>Instead of viewing Feedback as another task, see it as a valuable opportunity to connect with your colleague on a deeper level.<\/p>\r\n<!-- \/wp:quote -->\r\n\r\n<!-- wp:spacer \/-->\r\n\r\n<!-- wp:heading -->\r\n<h2>\u00a0<\/h2>\r\n<h2><strong>When should a Feedback meeting take place<\/strong><\/h2>\r\n<p>&nbsp;<\/p>\r\n<!-- \/wp:heading -->\r\n\r\n<!-- wp:block {\"ref\":22224} \/-->\r\n\r\n<!-- wp:paragraph -->\r\n<p>Common <strong>opportunities<\/strong> for constructive feedback include:<\/p>\r\n<ul>\r\n<li>On-the-spot feedback: A discussion triggered by a specific event.<\/li>\r\n<li>One-on-One meetings: Scheduled periodic conversations.<\/li>\r\n<li>Performance reviews: Usually annual evaluations, less frequent.<\/li>\r\n<\/ul>\r\n<p>&nbsp;<\/p>\r\n<!-- \/wp:paragraph --><!-- \/wp:list -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>A Feedback conversation can <strong>focus on<\/strong>:<\/p>\r\n<ul>\r\n<li>Work performance<\/li>\r\n<li>Behavioral issues needing change.<\/li>\r\n<li>Professional development (e.g., the so-called \u201cCareer Feedback,\u201d which focuses, for example, on leadership skills.)<\/li>\r\n<li>Personal matters related to work, which therefore have a place in a Feedback conversation.<\/li>\r\n<\/ul>\r\n<p>&nbsp;<\/p>\r\n<!-- \/wp:list-item --><!-- \/wp:list -->\r\n\r\n<!-- wp:quote -->\r\n<p>For the practice of constructive Feedback to be meaningful, sufficient time must be invested through a series of meetings. This is also why providing feedback only during an annual performance review is rarely effective.<\/p>\r\n<!-- \/wp:quote -->\r\n\r\n<!-- wp:spacer --><!-- \/wp:spacer -->\r\n\r\n<!-- wp:heading -->\r\n<h2>\u00a0<\/h2>\r\n<h2><strong>How it works in practice<\/strong><\/h2>\r\n<p>&nbsp;<\/p>\r\n<!-- \/wp:heading -->\r\n\r\n<!-- wp:block {\"ref\":22224} \/-->\r\n\r\n<!-- wp:paragraph -->\r\n<p>The most well-known model for conducting Effective Feedback is the <strong>SBI-I Model<\/strong>, developed by the <a href=\"https:\/\/www.ccl.org\/\" target=\"_blank\" rel=\"noopener\"><strong>Center for Creative Leadership<\/strong><\/a>. It is an acronym for the actions it involves, which are as follows:<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>Situation.<\/strong> Describe the specific situation that occurred so that the content of the discussion is clear and concrete.<\/p>\r\n<p><strong>Behavior.<\/strong> Describe the actual and observable behavior you have seen and want to bring to the table.<\/p>\r\n<p><strong>\u0399mpact.<\/strong> Describe the impact of the individual\u2019s behavior on you, the team, or the organization.<\/p>\r\n<p><strong>Intent.<\/strong> Ask and discuss the primary intention the person had when choosing the specific behavior.<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:spacer {\"height\":\"30px\"} --><!-- \/wp:spacer -->\r\n\r\n<!-- wp:paragraph -->\r\n<p>\u00a0 Here are some <a href=\"https:\/\/www.mindtools.com\/a18a0wu\/giving-feedback\" target=\"_blank\" rel=\"noopener\">tips<\/a> that lead to higher-quality Feedback conversations:<\/p>\r\n<!-- \/wp:paragraph -->\r\n\r\n<!-- wp:list -->\r\n<ul>\r\n<li style=\"list-style-type: none;\">\r\n<ul><!-- wp:list-item -->\r\n<li>The conversation will likely go better if your approach is positive and focused on <strong>improvement<\/strong>. This does not mean that comments always must be \u201cgood,\u201d but they should be fair and balanced. If the situation is highly emotional, wait until emotions have calmed before continuing with Feedback.<\/li>\r\n<li>Create a <strong>safe space<\/strong> to talk, where it is just the two of you and there are no interruptions. Regular, scheduled Feedback meetings are effective for employee development. However, address any urgent issues that arise close to the time they occur.<\/li>\r\n<li><strong>Prepare<\/strong> your comments. This will help you stay on track and focus on the issues. Be specific. Focus on one incident at a time and ensure that everything you mention relates to the period under discussion.<\/li>\r\n<li>Speak in the <strong>first person<\/strong>. For example, say, \u201cI felt hurt when you criticized my report in front of the client,\u201d rather than, \u201cIt was insensitive of you to criticize my report in front of the client.\u201d<\/li>\r\n<li>If you have personal differences with someone, consider overcoming them before having a Feedback meeting. If what you will discuss is a major challenge for the other person, offer <strong>suggestions and support.<\/strong><\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\n<!-- \/wp:list-item --><!-- \/wp:list -->\r\n\r\n<!-- wp:quote -->\r\n<p>The purpose of Feedback is performance improvement. Monitor whether this occurs and hold as many discussions as necessary. Monitoring is a particularly important stage of Effective Feedback.<\/p>\r\n<!-- \/wp:quote -->\r\n\r\n<!-- wp:spacer --><!-- \/wp:spacer -->\r\n\r\n<!-- wp:heading -->\r\n<h2>\u00a0<\/h2>\r\n<h2><strong>The Soft Skil<\/strong><strong>ls of Effective Feedback<\/strong><\/h2>\r\n<p>&nbsp;<\/p>\r\n<!-- \/wp:heading -->\r\n\r\n<!-- wp:block {\"ref\":22224} \/-->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>Organization<\/strong> Keep a personal journal in which you record details of events. This will help you be accurate and fair and also give you a good sense of how much time has passed before addressing the issue (remember: it should not be too long). \u00a0<\/p>\r\n<p><strong>Active listening<\/strong> Arguably the most important skill in a Feedback conversation. When applied correctly, it \u201cunlocks\u201d the participants and lays the foundation for a high-quality discussion where things can be said honestly and with a positive mindset. \u00a0<\/p>\r\n<p><strong>Empathy<\/strong> By mentioning this term, we refer to a deep communicative process through which we try to understand what the other person is really saying and trying to tell us, their motivations, desires and the reasons for their behavior. \u00a0<\/p>\r\n<p><strong>Assertiveness<\/strong> This concept requires attention, as it is often misinterpreted. Assertiveness means respecting yourself while also respecting the other party. Thus, in a Feedback meeting, you neither impose yourself nor withdraw when it gets difficult. Instead, through active listening, empathy and reasoning, you aim (together with the colleague) to find the balance that will lead to better results. \u00a0<\/p>\r\n<p><strong>Non-verbal Communication (Body Language)<\/strong> Our Body Language requires particular attention <a href=\"https:\/\/hbr.org\/2017\/01\/when-giving-critical-feedback-focus-on-your-nonverbal-cues\">when giving feedback<\/a>. For example, a smile that conveys warmth and goodwill, calmness in eye contact and voice tone can truly be effective. Even if you have the best intentions in the world, a Feedback meeting can become counterproductive if you do not manage your Body Language so that incorrect messages are not conveyed.<\/p>\r\n<!-- \/wp:quote -->\r\n\r\n<!-- wp:spacer --><!-- \/wp:spacer -->\r\n\r\n<!-- wp:heading -->\r\n<h2>\u00a0<\/h2>\r\n<h2><strong>The benefits of Effective Feedback <\/strong><\/h2>\r\n<p>&nbsp;<\/p>\r\n<!-- \/wp:heading -->\r\n\r\n<!-- wp:block {\"ref\":22224} \/-->\r\n\r\n<!-- wp:paragraph -->\r\n<p>The benefits that proper application of Effective Feedback can bring to a team and an organization are numerous. These include more effective <strong>communication<\/strong>, increased <strong>trust<\/strong>, the development of a culture of <strong>personal reflection<\/strong>, empowerment of <strong>accountability<\/strong> and the awakening of<strong> personal responsibility<\/strong>.<\/p>\r\n<p>According to research by Amy Edmondson from Harvard, it occurs when managers are humble and encourage their staff to speak up or ask for help. Psychological safety improves both learning and performance. Most importantly, a sense of safety in the workplace encourages a spirit of experimentation, which is critical for innovation.<\/p>\r\n<!-- \/wp:quote -->\r\n\r\n<!-- wp:spacer --><!-- \/wp:spacer -->\r\n\r\n<!-- wp:heading -->\r\n<h2>\u00a0<\/h2>\r\n<h2><strong>Common mistakes in Feedback<\/strong><\/h2>\r\n<p>&nbsp;<\/p>\r\n<!-- \/wp:heading -->\r\n\r\n<!-- wp:block {\"ref\":22224} \/-->\r\n\r\n<!-- wp:paragraph -->\r\n<p><strong>#1<\/strong>: Don\u2019t view Feedback as an opportunity for criticism.<\/p>\r\n<p><strong>#2<\/strong>: Avoid generalized, clich\u00e9 phrases and tailor your words to the specific person and situation.<\/p>\r\n<p><strong>#3<\/strong>: Avoid mentioning a third party\u2019s name in the conversation (e.g., \u201cI hear that\u2026\u201d). The only outcome will be that your colleague wonders why others are talking about these matters behind their back and why you are reinforcing it.<\/p>\r\n<p><strong>#4:<\/strong> Don\u2019t rely on the \u201c<a href=\"https:\/\/hbr.org\/2013\/04\/the-sandwich-approach-undermin\" target=\"_blank\" rel=\"noopener\">sandwich<\/a>\u201d technique.<\/p>\r\n<p><strong>#5:<\/strong> Avoid absolute words like \u201calways\u201d and \u201cnever,\u201d as they can put people on the defensive.<\/p>\r\n<p><strong>#6:<\/strong> Don\u2019t \u201cpsychoanalyze\u201d your colleague, this is not your job and you don\u2019t have the necessary qualifications.<\/p>\r\n<p><strong>#7:<\/strong> Don\u2019t overtalk, as people need time to process the information they have received.<\/p>\r\n<p><strong>#8:<\/strong> Don\u2019t argue with your colleague. If you have reached this point, something has gone wrong for some time and the Feedback meeting cannot fix the situation.<\/p>\r\n<p><strong>#9:<\/strong> Be incredibly careful with humor, as it can create misunderstandings instead of breaking the ice.<\/p>\r\n<p><strong>#10:<\/strong> Don\u2019t just ask questions, share your own perspective when the time comes, of course in the right way. \u00a0 It is quite common for experienced professionals to make small or large mistakes while giving Feedback. This is normal. Good practice is, after the conversation, to reflect on your own performance to reduce the repetition of mistakes.<\/p>\r\n<!-- \/wp:quote -->\r\n\r\n<!-- wp:spacer --><!-- \/wp:spacer -->\r\n\r\n<!-- wp:heading -->\r\n<h2>\u00a0<\/h2>\r\n<h2 class=\"wp-block-heading\"><strong>Key Takeaways<\/strong><\/h2>\r\n<!-- \/wp:heading -->\r\n\r\n<!-- wp:block {\"ref\":22224} \/-->\r\n\r\n<!-- wp:group -->\r\n<div class=\"wp-block-group\"><!-- wp:group -->\r\n<div class=\"wp-block-group\"><!-- wp:quote -->\r\n<blockquote class=\"wp-block-quote\"><!-- wp:paragraph --> <em>View Effective Feedback as a valuable opportunity to connect with a colleague.<\/em> <em><!-- \/wp:paragraph --><\/em><\/blockquote>\r\n<em><!-- \/wp:quote --><\/em> <!-- wp:quote -->\r\n<blockquote class=\"wp-block-quote\"><em><!-- wp:paragraph --><\/em> <em>Invest sufficient time in a series of Feedback meetings.<\/em> <em><!-- \/wp:paragraph --><\/em><\/blockquote>\r\n<em><!-- \/wp:quote --><\/em> <!-- wp:quote -->\r\n<blockquote class=\"wp-block-quote\"><em><!-- wp:paragraph --><\/em> <em>Monitor your colleague\u2019s progress and assess whether anything needs to change.<\/em> <em><!-- \/wp:paragraph --><\/em><\/blockquote>\r\n<em><!-- \/wp:quote --><\/em> <!-- wp:quote -->\r\n<blockquote class=\"wp-block-quote\"><em><!-- wp:paragraph --><\/em> <em>Go to the meeting organized, show empathy and manage your non-verbal cues.<\/em> <em><!-- \/wp:paragraph --><\/em><\/blockquote>\r\n<em><!-- \/wp:quote --><\/em> <!-- wp:quote -->\r\n<blockquote class=\"wp-block-quote\"><em><!-- wp:paragraph --><\/em> <em>Do not be discouraged by mistakes you may make. See them as an opportunity to improve your practice.<\/em> <!-- \/wp:paragraph --><\/blockquote>\r\n<!-- \/wp:quote --><\/div>\r\n<!-- \/wp:group --><\/div>\r\n<!-- \/wp:group -->\r\n\r\n<!-- wp:block {\"ref\":22224} \/-->\r\n\r\n<!-- wp:separator {\"opacity\":\"css\"} --><hr class=\"wp-block-separator has-css-opacity\" \/><!-- \/wp:separator -->\r\n\r\n<!-- wp:paragraph -->\r\n<p><em>At <strong>Game Tree<\/strong>, we deliver learning experiences that go beyond the ordinary.<\/em> <em>We design and implement <strong>customized training programs for executives<\/strong>, leveraging experiential learning and experiential games.<\/em> <em>\u00a0<\/em> <em>Find more information about our services <\/em><a href=\"https:\/\/gametree.gr\/en\/services\/\" target=\"_blank\" rel=\"noopener\">here<\/a><em>.<\/em><\/p>\r\n<!-- \/wp:paragraph -->","protected":false},"excerpt":{"rendered":"","protected":false},"author":6,"featured_media":22106,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[218],"tags":[],"class_list":["post-36008","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles-en"],"_links":{"self":[{"href":"https:\/\/gametree.gr\/en\/wp-json\/wp\/v2\/posts\/36008","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gametree.gr\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gametree.gr\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gametree.gr\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/gametree.gr\/en\/wp-json\/wp\/v2\/comments?post=36008"}],"version-history":[{"count":5,"href":"https:\/\/gametree.gr\/en\/wp-json\/wp\/v2\/posts\/36008\/revisions"}],"predecessor-version":[{"id":36017,"href":"https:\/\/gametree.gr\/en\/wp-json\/wp\/v2\/posts\/36008\/revisions\/36017"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/gametree.gr\/en\/wp-json\/wp\/v2\/media\/22106"}],"wp:attachment":[{"href":"https:\/\/gametree.gr\/en\/wp-json\/wp\/v2\/media?parent=36008"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gametree.gr\/en\/wp-json\/wp\/v2\/categories?post=36008"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gametree.gr\/en\/wp-json\/wp\/v2\/tags?post=36008"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}