The 'More Of/Less Of' Technique
A Simple, Effective Way to Give Feedback
Giving feedback is one of the most important skills for any leader. When done right, it can help your team grow, improve performance, and build strong relationships. But let's face it - giving feedback can be tricky. You want to be clear and constructive, without coming across as harsh or critical. That's where the "More Of/Less Of" technique comes in.
What is the 'More Of/Less Of' Technique?
The "More Of/Less Of" approach focuses your feedback on specific behaviors you want to see more of or less of. Instead of making vague comments or criticisms, you identify concrete actions the person can take to improve. For example, instead of saying "You need to speak up more in meetings", you could say "I'd like to see more of you sharing your ideas in team discussions."
Why It Works
There are a few key reasons this technique is so effective:
1. It's specific. By focusing on observable behaviors, you give clear guidance on what needs to change. The person receiving feedback knows exactly what to work on.
2. It promotes growth. Framing feedback in terms of "more" or "less" puts the emphasis on development, not shortcomings. It sends the message that improvement is achievable with effort and practice.
3. It's easier to hear. Feedback centered on behaviors feels less personal and threatening than comments about someone's traits or personality. This makes people more open to hearing and acting on your suggestions.
Tips for Using 'More Of/Less Of' in Your Leadership
Ready to try out this technique with your team? Here are some tips to keep in mind:
- Prepare ahead of time. Before a feedback session, take time to reflect on the specific behaviors you want to address. Have clear examples ready to share.
- Create a supportive environment. Make sure you're having the conversation in a private, comfortable setting. Emphasize that your goal is to help the person grow and succeed.
- Balance positives with negatives. The "More Of/Less Of" framing makes it easy to give constructive criticism, but don't forget to also highlight things the person is doing well.
- Make it a dialogue. Feedback shouldn't be a one-way street. Encourage the other person to share their thoughts, ask questions, and brainstorm solutions together.
- Follow up. Feedback is an ongoing process, not a one-time event. Check in regularly to discuss progress, provide support, and make adjustments as needed.
Putting It All Together
Here's an example of how a "More Of/Less Of" feedback conversation might go:
"Thanks for meeting with me today. I wanted to chat about how things are going with the new project.
One thing I've noticed is that you're really thorough with your research and analysis - that attention to detail is a huge asset to the team. Moving forward, I'd love to see more of you proactively sharing those insights in our team meetings. Your perspective is valuable and can help guide our decision making.
On the flip side, I'd suggest doing less of taking on tasks outside your core role, at least until this project wraps up. I know you want to be helpful, but we need you focused on your primary responsibilities to keep things on track.
What are your thoughts on this? Is there anything I can do to better support you?"
The Impact of Nuanced Feedback
Using techniques like "More Of/Less Of" can transform the way you lead and communicate. When feedback is framed in a clear, specific, and growth-oriented way, it becomes a powerful tool for bringing out the best in your team. People are more motivated to change and develop when they feel supported and understand what's expected of them.
As a leader, investing in your feedback skills is one of the most impactful things you can do. By making feedback a regular, constructive part of your team's culture, you'll see improvements in performance, engagement, and collaboration. And you'll be helping your people grow into the best versions of themselves.
So give the "More Of/Less Of" approach a try and see the difference it can make. Your team will thank you for it!