Should we have a new feedback approach for Gen-Z?
Looking at ways to give feedback has always been part of my bread and butter as a leadership trainer and coach. There are some that I come back to time and time again because they work. I like BEAR for example – Behaviour Effect, Alternatives, Results. When I've used it personally I find that it allows me to get to the point, stop waffling (which is a real danger with me) and the other person leaves with the clarity that they need to actually act on the feedback. There are other models too but often they feel quite similar just with subtle changes that can be used in different situations.
But recently I was listening to HBR Ideacast, and I heard about a model known as ALEG. This model was particularly proposed for ways of giving feedback to Gen Z. In fact, the whole podcast had some insights into how to adapt and evolve leadership to be suitable for Gen Z. Often I find content around this topic overly stereotypical and not very practical, but Tim Elmore had some interesting approaches that I'll definitely be looking into more. If you want to give it a listen, it's the “How to manage and motivate Gen Z” episode.
But what was the ALEG approach? Firstly, I like how Elmore joked that it literally gives you “a leg” to stand on, but the framework is not shoehorned into a phrase simply for novelty value. It’s rooted in more emotional connections often found in motivational theory.
It starts with “Ask”. This struck me as different to my usual approach. Often, I begin with a sense of “there’s something I need you to be aware of” before moving on to explain the impact – preferably backed with clear facts. That’s not the case with this model. Instead, you begin by asking someone to explain their approach. “What was your thinking behind this?” for example. It brings a real sense of the individual’s view being valued in the feedback and prevents it feeling like a telling off. It already felt a different base for the conversation to spring from. It’s less about them understanding you, and more about you understanding them – and for Gen Z in particular I can see how this could be useful.
The L stands for “Listen”. Perhaps it seems obvious that having asked you need to listen to the answer, but actually, is it? Listening skills aren’t often on the agenda. I see people getting coaching for how to stand up and deliver a speech, but where’s the equivalent for really listening to someone? Employees are getting increasingly cynical about their organisations, and shy away from anything too corporate. A way to show real human authenticity is to give someone your full attention and listen to what they’re saying – both verbally and non-verbally. This can create a meaningful rapport that lasts beyond the conversation.
Having Asked, and Listened, now you need to show Empathy. In many ways this is about them knowing you’ve listened. It’s not enough for you to feel you’ve “got it”, they need to feel that you’ve “got them”. Frame language back to them to show that you’ve invested or clarify if you’re unsure. This connection is vital as it means when you then share the company/your perspective there’s a foundation that is more human.
And yes… we’ve got this far without any feedback actually being given yet.
So now is the time to Guide. Provide your perspective but refer back to what you have just heard and understood. Where changes need to be made, discuss them, but root the discussion in what they’ve just shared. Even if something has gone wrong and you need an immediate change, this can still be powerful because the feedback didn’t jump straight there without giving them the time to explain. It may also reveal to you where there are gaps in training and information sharing – and this can be lost in other approaches.
It feels that approaches like BEAR are very task focused. ALEG feels human-centric. But it doesn’t mean it’s ‘soft and fluffy’ as many human-centric approaches get criticised for. The final stage is still important to guide the next steps. My suspicion is that it’ll be more successful because of the foundation of the other 3 steps.
Whilst this podcast was all about Gen-Z, I don’t feel this is unique to them at all. This approach can be meaningful for all generations. But perhaps, just even more welcomed by those born after 1997!!
