What are the best communication feedback tools for managers and why?

The best communication tools for managers?...likely their written and spoken word. It always comes back to basics on comms - tools don't make the communication - it's the adoption and use of the tools. The best managers have developed comms norms within their teams and with others. They role model thru their comms -- ie how to give an overview of the latest, the assignment of work, the delivery and management of bad news... Ultimately leaders that communicate in a planned manner (and often) will drive the most clarity and alignment of goals. Pro tip - make a comms plan for each week. Who do you need to talk to about what to make sure everyone is aligned and moving forward towards goals?

Emotional Intelligence, in particular, self-awareness is a key element in building great relationships, which are essential in today's world. One way to build self-awareness is to be open to both formal and spontaneous feedback from others. For example, if someone says something that surprises (or even hurts) you, simply say, "I'm surprised to hear that. Can you tell me a bit more about what you mean?" This opens up the opportunity to learn from it, rather than walking away feeling hurt without ever getting the chance to find out what the person meant, which could lead to anger and resentment. It also serves as a great role model for others to hold reasonable conversations that help keep resentments at bay.

Dialogue within a top performing team environment is characterised by honest communication which might be described as reality combined with dignity. Conversations are honest and frank. Team members are able to talk openly about their opinions and feelings about work, goals, concerns or team behaviour. Edwards describes the Leadership Trust’s model of a high performing team as climbing a communications pyramid with members taking increasing risks with self- disclosure: ‘willingness, or otherwise, to travel up the pyramid will, to a large extent, depend on the levels of trust, honesty and openness within the team’. Open two way communication is a key part of emotional intelligence.

emotional intelligence is essential for managers providing feedback because it enables them to manage their own emotions, build trust with their team, and adapt their communication style to the emotional needs of individual team members. This, in turn, promotes a positive feedback culture within the organization and contributes to the overall growth and development of both individuals and the team as a whole.

a lot goes into developing emotional intelligence: - Self-awareness: I encourage a mix of tools. This includes daily journaling combined with some assessments. I find the DiSC and Positive Intelligence's Saboteurs to be a great combination. Together, they illuminate our hard-wired coping dialogues and how these can show up without our realizing it. Knowledge is power! -Feedback: I encourage leaders to share what they are working on and to invite feedback. If your team knows that you are working on it, the tension dissolves. Make it cozy for them to share feedback (too many tactics to share here) -Self-regulation: First, identify your triggers and trap doors. Then, create a mindfulness plan so you don't "fall" into them in the moment.

Choosing the best communication feedback tool for managers depends on various factors such as the organization's specific needs, team dynamics, and preferences. However, some popular and effective tools are widely used for providing communication feedback to managers. : One popular choice is 15Five, which is known for its simplicity and effectiveness. It allows team members to provide feedback in just 15 minutes a week. Managers receive insights and can respond to feedback, fostering a continuous feedback loop. Key Features: Weekly check-ins, customizable questions, goal tracking, and performance analytics.

I love two complimentary approaches to feedback: 1) Stop-start-continue: This model focuses on behavior-centered feedback and encourages each person to share a behavior they want the other to start/stop/continue. This makes the feedback tangible, and therefore, actionable 2) Feed-forward: Instead of focusing on the past, frame your response with solutions for what better behavior would look like for the other person (thanks Marshall Goldsmith)!

I love using the "No-Drama Feedback Model" which is designed to help managers deliver feedback in a manner that is both direct and kind. It's structured in a way that promotes a conversation about the right thing, focusing on the underlying problem rather than just the surface symptoms. The model is not used for giving someone feedback if the person doesn’t have the knowledge or the information to solve the situation for themselves. It is also not to be used if the person doesn’t have the knowledge or the information to solve the situation for themselves.

Managers benefit from communication feedback tools like Slack, Microsoft Teams, or Asana for real-time collaboration and feedback loops. In renewable energy projects like offshore wind farms, these tools facilitate instant communication between onshore and offshore teams, ensuring efficient coordination and timely resolution of issues. Similarly, in battery storage manufacturing, such platforms streamline communication among different departments, enabling swift decision-making and effective project management.