How social connections at work can send signals essential for self transformation

Feedback is a signal reflected from our social connections (mirroring us) in our environment, often containing information essential for change.

Is there a merit in decoding the signal (minus the noise), regardless of who is transmitting it?

A feedback signal is merely an “observation” made by the observer, relayed back to the observed (minus positive / negative emotional charges)

360 feedback is merely a bunch of signals with encoded information, reflected by one or more observers in the environment — describing a context (event) in which the observed (subject) beamed a specific behavior.

This is ideally a packet of information — containing
1) the context (environmental stimuli),
2) the observed (subject’s properties / behaviors),
3) the response (observed behavior).

In high trust feedback cultures, where exchanges happen transparently — it’s likely that the feedback signals transmitted merely contain information on “what is observed” rather than “who”, directing the awareness of the subject to “what needs change” rather than “who”.

Constructive feedback merely directs awareness of the subject to the “observed behavior”, making the “fairness” in the observation an irrelevance.

The environment in which constructive feedback is regularly given and received, could include your organization’s team members, customers’ team members, partners’ team members and even the billing department.

Feedback is at the core of self transformation. It’s important to sustain a feedback culture — for individuals to continuously exchange constructive feedback & aid collective transformation.

Peerly, Codewave’s framework for continuous growth — guides individuals and teams to tune into feedback signals from the environment and aid self transformation.

What makes feedback often hard to decode?

In a realtime business environment, multiple teams of individuals, of diverse backgrounds & cultures come together, go on a shared mission — to solve a business problem. The relationship among teams, can get complicated dynamically (unpredictably)— as each team has it’s own belief systems, principles / values, driving behaviors at work.

Feedback exchanges are likely to become complicated to interpret, as role expectations and cognitive biases come into play.

Nevertheless, one can build the muscle to pick the signal, minus the noise — to consistently grow at every moment of opportunity.

Codewave was founded in 2013, to create an environment of radical transparency, empathy and peer comfort — helping individuals to go on a fearless adventure of knowing what to do, when no-one’s there telling what to do. We continue to be a living, social experiment open to individuals / families / societies / organizations finding self sustainable alternatives to work. We’re thankful to everyone on our journey so far, to have shaped us to be who we are, stay true to our experiment and to who we aspire to become.