Real-Time Feedback: The End of Guesswork
The most common "leadership leak" in an organization is uncertainty. When a team member is guessing whether they are meeting expectations, momentum dies.
In my current organization (Fast Slow Motion) we practice the Continuous Performance model, where we prioritize Real-Time Feedback. This isn't about formal sit-downs; it’s about the "daily stand-up" and the "meeting debrief." It’s the practice of catching things while they are fresh.
However, feedback isn't just a top-down delivery. There must be shared ownership in the feedback loop between the leader and the team member. While leaders should provide clear direction, the most successful people I’ve mentored are those who view feedback as a resource they actively cultivate. In fact, I’m currently practicing this myself in a very modern way. To grow my own mentor-coaching skills, I’ve started taking the transcripts of my coaching calls and loading them into NotebookLM. I ask the AI to analyze my performance and give me direct feedback on how I showed up as a coach.
Whether it’s an AI tool or a peer in a meeting, the goal is the same: removing the mystery from your performance.
Actionable Suggestions:
Leverage Your Data: If you have transcripts or notes from meetings, try using a tool like NotebookLM to get an objective "third-party" look at your communication style.
The "Post-Game" Debrief: After your next big presentation or client call, ask your lead: "On a scale of 1-10, how did that meet our current expectations, and what would have made it a 10?"
Normalize the "Quick Pivot": If you receive a correction, don’t internalize it as a failure. View it as a real-time GPS adjustment keeping you on the path to a "win."
