New Year, New You? Try this for a CHANGE

It’s that time of year again where we’re all encouraged to reflect on the past 12 months and make resolutions and set goals for the year ahead. Sometimes it’s difficult to know where to start with these things and often the answer is to look within but how about this for an idea? Start by approaching the people around you for concrete and specific feedback. Is this something you do regularly? Asking others to act as a mirror to reflect your strengths and areas for development can form the basis of goals within a concrete action plan for growth rather than simply “surviving”. The other advantage to this approach is those that have given the feedback are invested in the outcome and can support you on that journey of development. The important thing is to not get defensive or let negative feelings regarding the feedback you receive get in your way. Normalising feedback will build resilience and it should be enabling rather than limiting. 

Feedback is a fundamental constant in all of the experiential behavioural change programmes that we deliver at Interaction. From our graduate programmes to our Technical Leaders programmes, delegates are encouraged to feedback on each other and get comfortable with receiving feedback as well as dishing it out. We all know what feedback is but how often do you go through the process of observing and commenting on others in rapid succession? Have you ever had to think about the wording, the emotional delivery, your body language when giving this feedback? It is something we consciously practise every day in our development programmes. How else does one reflect, grow and change? We are Interaction Learning and Development after all. 

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