FROM THE FARM REPORT: CULTURING GROWTH THROUGH FEEDBACK ON THE DAIRY

Leadership and culture are not just buzzwords or skills we hope to develop someday. Instead, they are words that have a different definition to anyone you speak to, based on their own perception. Culture as defined in the Oxford dictionary “is the customs, art, social institutions, and achievements of a particular nation, people, or other social groups.” This isn’t the definition of culture as Galen Emanuel, an author and keynote speaker with a background in theater, defined it at the Young Dairy Leaders Institute this past February. This workshop stood out the most to me during my time in Grapevine, TX. Galen described culture in much simpler terms, as the way we show up, treat each other, and approach our work. Something that we may not think much about on a regular basis on a dairy. Although using this definition of culture, it impacts our own work and those around us, ultimately affecting the team’s achievements and outcomes.

A large part of the discussion pertaining to culture was how we give and receive feedback, a necessary skill to build trust, grow, and improve ourselves and others. As humans we tend to want to hear the truth, until the truth is something that we don’t like. Instead, we need to view the truth and feedback itself as an opportunity. Feedback shouldn’t be perceived as criticism, instead it should be something that comes from a place of care, support, and investing in each other’s success.

During this workshop, we had the opportunity to practice giving and receiving feedback with our peers. Galen referred to these conversations as “Donut Conversations”, placing a word that most people generally have a positive association with and associating it with something that most may have a negative association with. In this case he was referring to a potentially difficult conversation. If “Donut Conversations” have been imbedded into the culture of the workplace, then both people in the conversation should know that this type of conversation was something they should be prepared for when using this term. These conversations should start out by acknowledging that this could be a sensitive conversation and asking the person who you would like to speak to if they are open to having this conversation at this time and place. If not, suggest an alternative to make sure everyone is comfortable.

Then you give the feedback in a nice manner, while being direct and to the point. Starting the sentence with “I”, asking a question about what you know, or explaining the situation are good ways start the conversation. Next, you give the other person an opportunity to share their perspective, and you listen to them. Listening was a key component of this exercise as we should listen to understand, not to just respond. Included in our response, it's important to acknowledge the impact of our feedback on the person and their feelings towards the feedback we just gave them. Responding in this manner allows you to work towards a resolution together. Incorporating phrases such as “What I heard from you was this? Is that correct?” or “Am I understanding correctly that…?”, are good speaking points. This approach to giving and receiving feedback is different to the traditional sandwich method, of giving praise, criticism, and then encouragement at the end of the conversation. Instead, it was an approach to acknowledge both parties involved and created an opportunity to grow together, making it a conversation for circular improvement and not one directional.

Learning to give feedback in this way is especially important and applicable in the dairy industry, where the pace of work and care of the animals requires constant teamwork and clear communication. A positive workplace culture on the dairy can encourage managers and employees to show up for each other. As a result, this can directly affect cow health, milk quality and the overall results on the farm. When feedback and support become a part of the culture on the dairy, employees feel valued, the expectations are clear, and issues that arise are easily and quickly addressed. Most importantly, this approach supports a healthier and more sustainable workplace, where people feel respected, communication is transparent and everyone is working towards the same goal, shaping the success of the entire operation.

— Victoria Blaney

vblaney@whminer.com