The Open Feedback Circle (OFC)

The core idea is simple: gather the whole team in a circle, let each person share a self-review and then receive peer feedback. By making the process routine, vulnerability becomes a habit and trust grows quickly. The author describes a 5-minute self-review followed by a brief sharing slot, ensuring every voice is heard without turning the meeting into a performance review.

The format forces participants to surface both strengths and areas for improvement, which in turn creates a safety net for admitting successes. When teammates hear each other's wins, they feel empowered to share their own, breaking the usual reluctance to brag. The peer feedback round balances praise with constructive points, and the author notes that early rounds may be sparse on criticism until the group learns to give it comfortably.

Key practical tips include aligning the self-review with existing company values, using a simple table to track progress, and setting ground rules that keep feedback focused and respectful. Managers can join the circle to model feedback behavior, but participation can remain optional. The article also suggests preparing operating principles and asking permission from teammates before starting, which helps avoid uncomfortable surprises.

Scaling the practice requires allocating enough time-about five minutes for self-review plus five minutes per participant-and considering split sessions for larger teams. The author recommends using the circle as a regular ritual rather than a one-off event, turning feedback into a habit that improves both individual growth and overall team performance.