How can you give and receive feedback effectively in a team?

In my experience taking the time to explain the context as often as possible makes conversations easier and less stressful. The team should be on the same page from the very start in terms of how we come together to evaluate our progress and share feedback. The facilitator of the discussion be it the PM or team lead or whoever might lead the process could share that context or it is something that the team can do together. Taking a step back and asking: where are we now? How is the project going and what is the most important thing to discuss? Once everyone is aligned on the topic at hand and the scope of what needs to be decided and learned it becomes easier to focus on feedback or reflection to move the agenda forward.

0 Ensure psychology safety Before acting as a commander who begins by setting clear expectations, recognize that if you do not ensure psychological safety, a term coinded by Amy Edmundson, author of: "Fearless Organization", innovation, productivity and ulimately success is at a greater risk, than if you had it placed above all.

Dont call it feedback - you can use the word "Observation" This removes the element of judgement and allows the other side to validate the point you are highlighting BEFORE you go ahead and give them your feedback!

Combine positive feedback with areas for improvement. This balances the feedback and highlights what is working well. Describe specific behaviors instead of making generalized criticisms. Provide constructive suggestions for improvement.

Give alternative options! "You can do this ... or that and explore doing this!" If you dont have alternative solution, you cant expect the other side to have any and magically change their behaviour or performance!

When asked for direct feedback I nudge folks to give me a sense of what I can give them feedback on. The more specific they are the easier it is for me to be clear and helpful. Aside from asking the person what they want feedback on I would focus as much as possible on the outcome, situation, and goal and avoid blaming language. If it is in a group you have to be cognizant of not embarrassing anyone and also avoid assuming they or their team knows where you come from. I tend to ask a few questions so I can gather more information before I give my feedback. "How did you think about this?" "I am wondering what you meant with this xyz?" Once you have a better understanding it becomes easier to be constructive, specific, and helpful.

Promote a culture where the exchange of feedback is encouraged and considered normal. See feedback as an opportunity for learning and growth, not as personal criticism.

You can create an action plan to properly act on the feedback. Set reminders and regular check-ins (even with yourself! Change is hard.) The more you try to hack your brain with this external nudges, the faster you'll be able to catch where you need to improve.

Use the received feedback to establish tangible improvement goals. When possible, actively demonstrate that you are applying the received feedback.

Before anything, check within! "Why am i giving this person feedback?" Make sure it is coming from a good place. Make sure it is when YOU are in a good place. Make sure the recipient of the feedback is left in a good state.