What do you do when you’re in an organization and notice something happening outside your team or department? Do you share your observations, or do you keep them to yourself? When you share, how do you approach that conversation—especially if it might be uncomfortable?
People don’t always like to hear criticism about their work. So, do you have the right relationship to share your thoughts? I often talk about the importance of building strong relationships both inside and outside your team. That foundation helps when it’s time to have tough conversations.
Instead of jumping in with opinions, start by asking questions. For example, “Here’s something I’ve noticed—can you help me understand what’s going on?” Approaching it this way can make the conversation more productive.
Giving feedback can be tricky, even if you have a strong relationship. But it can also be valuable for you and the person you’re talking to. I’ve found that when you first seek to understand—as Stephen Covey suggests—you gain better insight. Start by asking questions, listening and then sharing your observations.
It’s important to be humble: “I don’t have all the answers, but here’s what I see.” Two things can happen:
- You might offer valuable insights that could help someone. And if you have those insights, why keep them to yourself?
- You might learn something new. Sometimes, when I share an observation, I realize I didn’t have the full picture. That extra context helps me see things differently.
I never hesitate to share my thoughts, but I always try to be strategic and thoughtful. The strength of my relationship with that person shapes how I approach the conversation. It doesn’t stop me from speaking up, but it might change my approach.
How do you share feedback across teams in your organization? Let me know your thoughts!
