Implementing Feedback in Workflows

My AI lesson of the week: The tech isn't the hard part…it's the people! During my prior work at the Institute for Healthcare Improvement (IHI), we talked a lot about how any technology, whether a new drug or a new vaccine or a new information tool, would face challenges with how to integrate into the complex human systems that alway at play in healthcare. As I get deeper and deeper into AI, I am not surprised to see that those same challenges exist with this cadre of technology as well. It’s not the tech that limits us; the real complexity lies in driving adoption across diverse teams, workflows, and mindsets. And it’s not just implementation alone that will get to real ROI from AI—it’s the changes that will occur to our workflows that will generate the value. That’s why we are thinking differently about how to approach change management. We’re approaching the workflow integration with the same discipline and structure as any core system build. Our framework is designed to reduce friction, build momentum, and align people with outcomes from day one. Here’s the 5-point plan for how we're making that happen with health systems today: 🔹 AI Champion Program: We designate and train department-level champions who lead adoption efforts within their teams. These individuals become trusted internal experts, reducing dependency on central support and accelerating change. 🔹 An AI Academy: We produce concise, role-specific, training modules to deliver just-in-time knowledge to help all users get the most out of the gen AI tools that their systems are provisioning. 5-10 min modules ensures relevance and reduces training fatigue.  🔹 Staged Rollout: We don’t go live everywhere at once. Instead, we're beginning with an initial few locations/teams, refine based on feedback, and expand with proof points in hand. This staged approach minimizes risk and maximizes learning. 🔹 Feedback Loops: Change is not a one-way push. Host regular forums to capture insights from frontline users, close gaps, and refine processes continuously. Listening and modifying is part of the deployment strategy. 🔹 Visible Metrics: Transparent team or dept-based dashboards track progress and highlight wins. When staff can see measurable improvement—and their role in driving it—engagement improves dramatically. This isn’t workflow mapping. This is operational transformation—designed for scale, grounded in human behavior, and built to last. Technology will continue to evolve. But real leverage comes from aligning your people behind the change. We think that’s where competitive advantage is created—and sustained. #ExecutiveLeadership #ChangeManagement #DigitalTransformation #StrategyExecution #HealthTech #OperationalExcellence #ScalableChange

That’s the thing about feedback—you can’t just ask for it once and call it a day. I learned this the hard way. Early on, I’d send out surveys after product launches, thinking I was doing enough. But here’s what happened: responses trickled in, and the insights felt either outdated or too general by the time we acted on them. It hit me: feedback isn’t a one-time event—it’s an ongoing process, and that’s where feedback loops come into play. A feedback loop is a system where you consistently collect, analyze, and act on customer insights. It’s not just about gathering input but creating an ongoing dialogue that shapes your product, service, or messaging architecture in real-time. When done right, feedback loops build emotional resonance with your audience. They show customers you’re not just listening—you’re evolving based on what they need. How can you build effective feedback loops? → Embed feedback opportunities into the customer journey: Don’t wait until the end of a cycle to ask for input. Include feedback points within key moments—like after onboarding, post-purchase, or following customer support interactions. These micro-moments keep the loop alive and relevant. → Leverage multiple channels for input: People share feedback differently. Use a mix of surveys, live chat, community polls, and social media listening to capture diverse perspectives. This enriches your feedback loop with varied insights. → Automate small, actionable nudges: Implement automated follow-ups asking users to rate their experience or suggest improvements. This not only gathers real-time data but also fosters a culture of continuous improvement. But here’s the challenge—feedback loops can easily become overwhelming. When you’re swimming in data, it’s tough to decide what to act on, and there’s always the risk of analysis paralysis. Here’s how you manage it: → Define the building blocks of useful feedback: Prioritize feedback that aligns with your brand’s goals or messaging architecture. Not every suggestion needs action—focus on trends that impact customer experience or growth. → Close the loop publicly: When customers see their input being acted upon, they feel heard. Announce product improvements or service changes driven by customer feedback. It builds trust and strengthens emotional resonance. → Involve your team in the loop: Feedback isn’t just for customer support or marketing—it’s a company-wide asset. Use feedback loops to align cross-functional teams, ensuring insights flow seamlessly between product, marketing, and operations. When feedback becomes a living system, it shifts from being a reactive task to a proactive strategy. It’s not just about gathering opinions—it’s about creating a continuous conversation that shapes your brand in real-time. And as we’ve learned, that’s where real value lies—building something dynamic, adaptive, and truly connected to your audience. #storytelling #marketing #customermarketing

Employee feedback is broken. Here's your blueprint for conversations that count: Only 14% of companies conduct reviews more than once a year. It's time to shift towards more frequent performance feedback. Here's how to make it happen: 🔄 Implement Continuous Feedback: • Move away from annual reviews • Adopt monthly or quarterly check-ins • Use digital tools for real-time feedback 📊 Leverage Data-Driven Insights: • Track key performance metrics consistently • Use AI-powered analytics for personalized insights • Share data transparently with employees 🗣️ Encourage Two-Way Communication: • Train managers in active listening • Create safe spaces for honest dialogue • Act on employee suggestions visibly 🎯 Set Clear, Evolving Goals: • Align individual objectives with company vision • Adjust goals as priorities shift • Celebrate milestones and progress 🧠 Focus on Growth Mindset: • Frame feedback as opportunity for improvement • Provide resources for skill development • Recognize effort and learning, not just results 👥 Peer-to-Peer Recognition: • Implement a digital kudos system • Encourage cross-departmental feedback • Highlight collaborative successes 📈 Measure Feedback Effectiveness: • Survey employees on feedback quality • Track changes in performance post-feedback • Adjust your approach based on results These strategies aren't just about better feedback. They're about building a culture of continuous improvement. By making every conversation count, you're not only boosting performance. You're nurturing a more engaged, responsive, and dynamic team.

Feedback without action? Wasted opportunity. Here’s how to change that.👇: Here’s how to turn feedback into real, actionable steps: 1️⃣ Listen with an Open Mind ➟ The first step to turning feedback into action is truly hearing it.   ✅ Take a deep breath, focus on understanding, and ask questions for clarity if needed. 2️⃣ Separate Emotion from Information ➟ Focus on the content, not the delivery.   ✅ Jot down key takeaways objectively, leaving emotions out. Review it later when you’re calm. 3️⃣ Identify Key Themes ➟ Look for patterns in your feedback.   ✅ Notice if similar feedback comes up frequently—this is where small changes can lead to big improvements. 4️⃣ Prioritize What Matters Most  ➟ Not all feedback requires immediate action.   ✅ Use the “80/20” rule: focus on the 20% of feedback that will drive 80% of your growth. 5️⃣ Set Clear, Achievable Goals  ➟ Transform feedback into specific, actionable goals.   ✅ Instead of “communicate better,” set a goal to “speak up in meetings once per week” or “clarify tasks with teammates.” 6️⃣ Create a Plan and Timeline ➟ Real progress comes from consistent action.   ✅ Use a tool like a calendar or task app to track your progress and stay accountable to your timeline. 7️⃣ Follow Up and Ask for Feedback ➟ Growth is ongoing, and feedback should be too.   ✅ Schedule regular check-ins with a mentor or manager to review your progress and get updated feedback. 📌 PS...Remember, feedback is only as valuable as the action you take from it. ♻️ Share this with your network to help them give better feedback too! 🚀 Follow Harry Karydes for more daily tips to lead high-perfomring teams through mindset, habits and systems. 🔥 Do you want a high-res pdf of 125 of my top infographics? ➡ Go Here: https://lnkd.in/gaewRGyj

We do not implement every user feedback. Here’s why (+our 3-step process) Since we launched Scripe, we got a lot of user feedback But here's the thing... Trying to implement everything can turn your product into a mess. Here's what I've learned: → Users often want features that don't align with our core vision. While they might be helpful for some, they can clutter the product for others. → Balancing user suggestions and our own insights is key. Our team focuses on innovating rather than firefighting endless feature requests. → Each new feature adds complexity. This means increased costs for development and maintenance, often the resources are better spent on enhancing core functionalities. So, we developed a 3-step process: 1/ Prioritize Essentials → We ask: Does this feature serve most users? Is it aligned with our mission? 2/ Conduct In-Depth Research → Not every request is a "yes." We dig deep into the real needs behind feedback. 3/ Iterate with Insights → We release MVPs and refine them based on actual user behavior, not just feedback. This approach keeps us efficient and effective, focusing on solving one problem and adding REAL value. Have you already tried balancing user input and your vision? How did it go?

Delivering feedback shouldn't be a struggle... But it often is. Most leaders skip one key thing - clarity. To give feedback that actually works, you need a plan: 1. Interrogate Reality. Describe what you’ve observed, factually. No assumptions, just specific actions. 72% of employees want weekly feedback. 2. Explain the Impact. Connect the behavior to its impact on others. Make sure they see the effect of their actions. Feedback focused on actions boosts engagement 89%. 3. Engage in Dialogue. Encourage open discussion and active listening. Ask questions, then pause - let them respond. 60% of employees value feedback with active listening. 4. Confront Issues, Not Individuals. Focus on actions, not personal traits. Address constructively to keep things productive. Empathy keeps feedback centered on growth. 5. Set Next Steps and Accountability. Define actions, timelines, and responsibilities. This ensures alignment and commitment. Regular, clear follow-ups reinforce accountability. Stay calm, embrace silence, and build trust. Safe spaces lead to proactive problem-solving. It's not just what you say; it’s how you guide growth. Follow Jonathan Raynor. Reshare to help others.

Feedback is a loop, but we often keep it open-ended. Closing the loop is more than a simple "thank you for giving me the feedback." That's merely a dead end. Feedback isn't an event, it should be an ongoing partnership for growth. How do you make that happen? By applying feedback and following up with this three step process: Step 1: Change the way you ask for feedback. Instead of simply asking "what feedback do you have," get more specific in what you're asking for up front, so you can focus the other person's attention to what you need (e.g. I'd really like your feedback on the overall flow of that presentation and what made it easy or difficult to absorb). Then look for the one thing you can take and apply. This approach makes it easier to get valuable, actionable feedback, even if there are elements you disagree with. Step 2: Proactively set a date to action on the feedback and even follow up. When can you implement a first step? How will you re-connect to provide an update? Discuss that plan with the other person. Step 3: When that date hits, share the following: "Because of your feedback, I did x, and this is what I've observed as a result. What have you noticed?" We leave conversations unfinished and open-ended every single day, like strands of string dangling everywhere. It's time to start creating loops - professionally and personally. #ignitedbyjordana #feedback #leadership #communication #closetheloop