First eliminate the feeling of being in a rut but removing the veil of negative outlook and apathy. This can be done by taking the team out of their everyday context, by: - organising an off site team event, - holding a training session which uses a training provider who engages the team impartially Next, open the teams creativity by offering a completely different task to their normal job tasks. This could be something fun like working together to solve a murder mystery or something fulfilling, such as advising less fortunate people on improving their life’s prosecutions. Now that the team has made peace between the feelings of the rut and their immediate situation, reintroduce the need for feedback and build on the initial points.

I focus on these steps to promote continuous feedback if my team faces a growth rut: 1. I use 1:1s, team retrospectives, surveys, and tools to make feedback accessible and seamless. 2. I do my best in normalizing feedback by building it into daily workflows and make it timely, constructive, and routine. 3. Fostering psychological safety by ensuring employees feel safe sharing honest input without fear of repercussions. 4. Most importantly, I lead by example through giving and receiving feedback openly as a leader.

To promote a culture of continuous feedback and drive growth, start by fostering psychological safety and setting the tone through leadership. Make feedback a regular part of team interactions, such as during 1:1 meetings, retrospectives, and casual check-ins. Provide training on effective feedback techniques like the SBI framework and offer anonymous channels to encourage openness. Use technology tools like Slack or 15Five to facilitate real-time feedback, and celebrate improvements stemming from constructive feedback to reinforce its value. Encourage upward feedback to build mutual trust and accountability, and periodically evaluate your feedback processes to ensure effectiveness and adaptability.

To promote a culture of continuous feedback, encourage open communication and make feedback a regular part of team meetings. Lead by example by actively seeking and giving constructive feedback. Create a safe environment where everyone feels comfortable sharing ideas and concerns. Recognize progress and improvements, and use feedback to inspire growth, not criticism. Make it clear that feedback is a tool for development, not judgment.

1. Encourage Open Communication - Create a safe space - Listen actively - Be transparent 2. Implement Regular Check-ins - Weekly one-on-ones - Monthly team meetings - Use feedback forms 3. Provide Training - Teach feedback skills - Role-playing sessions - Offer resources 4. Use Technology - Feedback apps - Anonymous surveys - Collaboration tools 5. Lead by Example - Give constructive feedback - Accept feedback gracefully - Show continuous improvement Listen...you don't need to be stuck in a growth rut. But you will see progress with continuous feedback. Good luck out there.

Promote a culture of continuous feedback by normalizing it as a regular part of team processes. Integrate feedback into daily interactions, team meetings, and project reviews. Provide training on how to give and receive constructive feedback effectively. Model open and receptive feedback practices and encourage peer-to-peer feedback exchanges. Create a system for tracking and addressing feedback, demonstrating its value and impact. Celebrate both the giving and receiving of feedback to reinforce its importance in fostering growth and improvement.