Creating and maintaining a culture of open feedback is critical for developing emotionally intelligent teams. Let’s look at some effective forms of open feedback.

Consider conducting one-on-one meetings with each team member. Create a safe space for open dialogue about their work, challenges, and emotional well-being. During these check-ins, encourage honest feedback on how the team dynamics are working and what could be improved. You should also provide constructive feedback focused on the emotional and professional growth of the team member.

These meetings aren’t just about tasks and performance; they also provide an opportunity for you as a leader to check in on the team member’s emotional state and offer support where needed. This might sound challenging, but when you make feedback a regular practice, rather than just an annual review, it not only becomes easier, it creates an emotionally intelligent culture. ​

This is a feedback system where team members can provide anonymous feedback about their peers, subordinates, and superiors. Team members complete surveys that allow them to rate and comment on their colleagues’ performance, communication, and emotional intelligence. The results of the surveys are then discussed in both individual and group settings. 

As a leader, you should emphasize that the goal is not to criticize but to help everyone grow emotionally and professionally. Based on the feedback, each team member, including the leader, creates a personal action plan to address any areas of improvement identified. This creates a culture of accountability and continuous development.​

Regular team meetings can be structured to include time for open forums where team members can voice concerns, share ideas, and provide feedback on ongoing projects and team dynamics. Allocate a specific portion of each meeting for open feedback, where team members could speak freely about what was working well and what wasn’t, in both team processes and interpersonal relationships. 

Issues raised during these forums are addressed collaboratively, with the leader facilitating discussions that encourage empathy and active listening among team members. After each meeting, ensure that the feedback received is followed up with concrete actions, showing the team that their input was valued and taken seriously.​

Consider pairing team members as peer coaches, encouraging them to regularly provide feedback and support to one another. Peer coaches would meet regularly to discuss their goals, challenges, and progress, offering each other feedback in a supportive and constructive manner. 

This system fosters a sense of responsibility, as each member is not only working on their own emotional intelligence, but also helping their peer improve, reinforcing the importance of empathy and mutual growth within the team.​

Open Feedback and the Team-Building activities previously discussed help create an environment where emotional intelligence can flourish, leading to a more cohesive, trusting, and high-performing team. By incorporating these practices we can successfully nurture a culture of empathy, open communication, and continuous emotional and professional development.

Thank you for following us on this series on Emotional Intelligence! If you’ve missed the previous installments, you can read them here:

1. Understanding Emotional Intelligence
2. Self Awareness & Self Management
3. Social Awareness & Relationship Management
4. Building Emotionally Intelligent Teams

Emotional Intelligence is a topic we at CineTRAIN are passionate about, as we know how it can have a huge, positive impact on our industry and all of those in it. It’s a conversation we’re eager to continue to have and would love to hear what you think!

The source material for this article comes from CineTRAIN’s 2-Day Master Class on Team Building. If you’re interested in bringing this dynamic training to your organization (virtually or in person), let’s talk!