Why Getting Zero Feedback Is Killing Your Idea
Photo by Towfiqu barbhuiya on Unsplash
“Nothing about that meeting went how I expected.”
I was talking to my mentor after one of the team meetings I led as a young team lead.
I had dropped a change for the upcoming school year on my team without any warning. A systemic change that would impact the entire team, but in different ways.
And the team exploded on me.
Why are we making this shift? Who made this decision?
How will we handle these problems as a result?
Will this apply to everyone?
How will it impact our structures at the department level?
And yep, you guessed it. I was not prepared for the barrage of questions, and I had not even considered some of them.
I felt myself shrinking as the questions became louder and faster. And I froze.
Yes, the meeting was an epic fail. And not surprisingly in retrospect, the idea failed too.
I was embarrassed. I had no idea how to rectify the situation with my team, and I knew I had really lost a lot of their trust. After that meeting, my approach to change completely shifted.
Here’s how.
Currently, I run a curricular program which is built into our entire middle school framework. All of our teachers and students participate each year. In order to maintain its relevance and keep the program serving our needs, we are always looking to make changes and improve the way in which it’s run.
During the school year, I make a concerted effort to go around talking to people about ideas I have all the time. I eat lunch with teachers or chat over recess duty. I might share an idea for the program randomly in the teacher’s lounge.
When I talk with people, I am not just talking about the program. I am gathering data.
You see, I’ve learned that teachers are far more willing to give you perspectives and information in a casual setting rather than in a full meeting. And I use this to my advantage.
I plant seeds of the idea and gain everyone’s perspective individually.
When you gather information in this way, you can quickly tell what ideas are going to flop and why.
And this is feedback.
Not formal, not a survey, not a chart, but real on the ground feedback of what needs to be refined to make your change viable. In these conversations, you can ask questions of your team members, and you can tease out the challenges.
What do you think of this?
How could we make that work?
Why is that a problem?
What would be the next step for this project?
Who does this impact?
Before I even consider bringing up a new initiative or change at a meeting, my conversations have already given me the understanding of how each person who is impacted thinks. I know who is going to support my idea, and I know who is going to push back.
So when I drop the idea in a larger group setting like a team meeting, I know exactly what everyone in the room thinks already. And I am prepared with a plan, answers to their questions, and the impacts of the change.
But here’s what most people miss about this strategy. And honestly, this is the most important piece.
I’ve also built trust.
Trust that I hear your concerns.
Trust that we will work together as a team.
Trust that we will build something great despite the challenges.
Trust that in the future, I will listen to your concerns and that my decisions are not random.
Trust that I am considering all perspectives.
During that team meeting as an inexperienced leader, I had not built the trust. I had not taken the time to build the relationships. I was not making an effort to listen to concerns. I was not gathering any feedback.
Lesson learned.
And if you’re looking to learn more, grab my book, From the Ground Up. I share the stories of our screw-ups and great moves during innovative builds.
When you’re ready to start the innovation process, I’ve created these resources to help-my FREE Cheat Sheet for Innovation and From the Ground Up Innovation Bundle. Both will lead you to the next step, and hopefully, one step closer to making your innovation a reality.
While you’re here, you should know my newest tool officially drops next week…but you can step inside early.
Teacher Leadership Toolkit: The Blueprint 2.0 is ready for preview.
Built for teachers and teacher leaders who are done waiting for change. Start a shift with your team tomorrow. No overhaul. Just smarter, intentional improvement using the four pillars.
And one thing I always believe: Anything that’s been designed… can be redesigned.
If you’ve been looking for a place to start—this is it.