1. Pull the Polish
2. Push the Props
3. Be ready to return the favour

When it comes to feedback, there are two main types: the stuff you ask for (Pull), and the stuff that just lands on your plate (Push). And pull conversations beat push conversations everyday of the week. When someone's ready to hear what you've got to say, it's a win-win.

Now, the other kind, the stuff that's thrown your way out of the blue, can feel like a punch in the gut. It's called "push" feedback, and it can trigger all sorts of defensive reactions in your brain. But when you're the one asking for advice or help, it's a whole different ball game.

As managers, imagine this: would you rather give your team feedback every week, or have them come to you asking for it? Same info, different vibe. One feels like coaching, the other like evaluation.

As employees, we've all been there – sitting through a review wondering why we're hearing about issues now when they could have been sorted ages ago. Trusting others to give us feedback when we need it can be a gamble. Sometimes, it's on us to ask.

And let's face it, without feedback, we're stuck in neutral. But there's good news – getting feedback isn’t rocket science. By being specific about what you want to know and when you’re ready, you can uncover the blind spots you don’t know that are holding you back.

To do this you need to become an effective puller.

Now, let's flip the script and talk about giving props – you know, giving credit where it's due. Unlike Polish, giving props is like giving someone a high-five. It's easy, it feels good, and it can make someone's day.

Consistently recognizing good work is like adding fuel to the fire of motivation. But it's not just about saying "good job." Well-structured props can highlight someone's strengths and set them up for success down the road.

And here's a little secret – the more you give props, the better you get at giving feedback overall. So when the time comes you will be ready to return the favour.

Feedback isn't just a one-way street. It's important to be ready to dish it out when someone asks for it, just as much as when you're asking for it yourself.

At Props and Polish we have cut, copied and pasted a simple recipe for success.

The Five-Part Formula:

1. Get the Green Light: Start by making sure the other person is ready for feedback. Ask a simple question to set the stage and get their buy-in.

2. Identify the Situation: Describe the specific context in which the behavior you're addressing occurred. This helps everyone understand what's being discussed.

3. Describe the Behavior: Stick to the facts – what did you actually see or hear? Avoid generalizations or assumptions to keep things clear and actionable.

4. Explain the Impact: Show how the behavior affected everyone involved – both the good and the bad. This makes the feedback more meaningful and helps people see the consequences of their actions.

5. Ask the Question: Wrap things up by asking a question that gets the other person thinking. This turns feedback into a collaborative problem-solving session instead of a lecture.

You know how everyone's buzzing about "Feedback Culture" these days? It sits right next to "Synergy" and "Disruptor" in the corporate buzzword pile. But here's the thing – just talking about having a feedback culture doesn't really solve the problem. If someone isn't ready to hear feedback or can't handle it on the spot, all that talk about feedback culture becomes their worst nightmare.

So, instead of just preaching about more feedback, let's aim for something deeper – a culture where we're all about learning and getting better. Picture this: everyone's focused on finding their blind spots and constantly improving. That's the kind of culture we should be aiming for – one where growth is the name of the game.