Foundations of Team Leadership 7a-1 1 Foundations of Team Leadership The Art of Feedback.
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Transcript of Foundations of Team Leadership 7a-1 1 Foundations of Team Leadership The Art of Feedback.
1
Foundations of Team Leadership
7a-1
Foundations of Team Leadership
The Art of Feedback
2
Foundations of Team Leadership
7a-2
Feedback should always be in relation a Shared Goal or because one has been asked to provide it
• There is no other reason to undertake feedback- and to do so otherwise is risky
Feedback should always be done with utmost careful preparation & respect
.
• Provide it to others with the same spirit as you would provide it to a superior face-to-face
Feedback Is Always Accurate- Weighed & Carefully Prepared -
Foundations of Team Leadership
Foundations of Team Leadership
Situation
Behavior
IMPACT
FeedbackALW
AYS!
Foundations of Team Leadership
•Specific & Behavioral
•Measurable/ Observed
•Actionable
•Requested/ Required
•Timely
S M A R TFeedback
x
Foundations of Team Leadership
SBI ‘Plus’ FORMULA DATE: __________________________ .
TO: PERSON RECEIVING THE FEEDBACK: ___________________________ .
FROM: PERSON GIVING THE FEEDBACK: ___________________________
(SITUATION & BEHAVIOR- SBI Interventions)
What I saw you do/say… ______________________________________________________________________________________________________________ (IMPACT-OBSERVATION- SBI)
The impact it had on me was…The reaction I saw others having was… ______________________________________________________________________________________________________________ (INTENT- MENTAL MODELS-LADDER OF INFERENCE –GENUINE INQUIRY)
I am assuming that your intent/what you meant to do was …was it? ______________________________________________________________________________________________________________ (GOAL ALIGNMENT-EQ)
Moving forward, what might be helpful (for me) is if you could do differently … ______________________________________________________________________________________________________________
Feedback
6
Foundations of Team Leadership
7a-6
Foundations of Team Leadership
Feedback for One Self (When Desired or Required)
Foundations of Team Leadership
7a-7
The Leadership Journey of Self Discovery
Foundations of Team Leadership
INTENT INTERVENTION IMPACT
FEEDBACK + REFLECTION
Inner Outer
Individual FocusAwareness
9
Johari WindowKnown To Self Not Known
To Self
Known To
Others
Not Known To Others
Known To Others
Not Known To Others
Known To Self Not Known To Self
Open Blind
Hidden Unknown
To All To Me
To You To All
Transforming the Way We Work and Learn Together HRSLOFoundation of Team Leadership
Foundations of Team Leadership
Foundations of Team Leadership
Feedback & Coaching of Others
Team Leader to Team Member
Foundations of Team Leadership
7a-11
.
Through effective coaching, the team Leader fosters team effectiveness- strengthening individual team members and enhancing the overall team’s ability to get things done better
Coaching:• Develops the professional capacity of team
members, especially of those new in the Bank
• Builds the confidence and self-esteem of people in the team, so they can take on more responsibility and tackle more challenging roles
• Deepens the team’s capacity to navigate through ambiguous, complex and dynamic situations by providing extra support when needed
The Team Leader as Team Coach
7a-12
Foundations of Team Leadership
Positive Feedback
• Good team leaders look for things
• To provide positive feedback about!
Constructive Feedback
• Focus constructive feedback on improvement, not on blame!
The Skill to Give & Receive Feedback Is Key to Effective Coaching
Two Types of Feedback
Foundations of Team Leadership
7a-13
Foundations of Team Leadership
Team Leaders as Coaches
A Special Role
Should Be:
•Generous about developing team members•Systematically give credit, acknowledge, and appreciate others•Encouraging of team learning•Motivate individual members to stretch into Continuous Improvement
Foundations of Team Leadership
7a-14
Foundations of Team Leadership
Before Giving Feedback• Frame feedback as mutually
beneficial exchange– Using feedback as
developmental tool (safe environment)
– Or as a helpful process for effective team work
• Do Your homework- Check your facts
Do Not Give Feedback
• To punish, embarrass or putdown a person
• When irrelevant to the task• When too late to do any
good• When issues are beyond
person’s control
• When feedback is vague
and incomplete
Foundations of Team Leadership
Team Leader Feedback to Team Member
7a-15
Foundations of Team Leadership
Constructive Feedback should – Follow strict rules of protocol– Be given in the spirit of Continuous Improvement– Refer back to shared goals of the team/project
• Badly done Constructive Feedback can have demotivating and unproductive consequences for the individual and for the team
• If feedback is inappropriately conducted in matters touching Race, Gender, Ageism, Culture, Religion etc. - can have serious consequences
• Feedback should always be undertaken judiciously and sensitively, but especially when team leaders have no authority to hire, fire or do OPEs
Team Leader Feedback to Team Member
Foundations of Team Leadership
7a-16
Foundations of Team Leadership
Appropriate Criteria for Feedback
• Be clear about work expectations
• Frame feedback as mutually beneficial exchange
• Do your homework on facts
• When it is irrelevant to the task
• When it is too late to do any good
• When issues are beyond person’s control
• When your feedback is vague and incomplete
Don’t Address After FactDo Before Hand
Foundations of Team Leadership
7a-17
Foundations of Team Leadership
Be Sensitive:Timing and place
• Given at a time when person can focus on the feedback• Timely feedback close to the observed incident-behavior
Issues of public face and confidentiality• Is given discretely & ensures that no one is publicly
embarrassed
Providing balanced feedback• Offers positive feedback as well as constructive feedback to
help provide a balanced perspective
Showing empathy for receiver of the feedback• Expresses empathy (genuine) when perceive
discouragement
Coaching Guidelines
Foundations of Team Leadership
Foundations of Team Leadership
Foundations of Team Leadership
Feedback & Peer Coaching
Feedback Peer to Peer
7a-19
Foundations of Team Leadership
Positive Feedback– Is usually welcomed
Positive and Constructive Feedback
Constructive Feedback• Is not necessarily
welcomed • Should be given only
– The person asks for it (requested) or gives permission
– A person has a right to give it (Team Leader or Superior)
Foundations of Team Leadership
7a-20
Foundations of Team Leadership
WHEN Interacting
• Refer to the behavior in reference to the agreed team goals or understanding between both of you provide feedback
.
• Do not be judgmental or preach just describe how you have been affected.
.
• Help the person understand their IMPACT. Describe the behavior they were doing and its effect on you…
WORDS to USE
• Own your statements – use the pronoun I and avoid the use of the word YOU when giving feedback for development purposes
.
• RATHER than “You are an
unsupportive team member”.
• Perhaps you might say-“I felt let down because I had to rush on the paper because your section was so late…”
Own Your Comments
Foundations of Team Leadership
Foundations of Team Leadership
What I saw you do/say… _____________________________________________________________________________________________________________________ _____________________________________________________________________________________________________________________ The impact it had on me was…The reaction I saw others having was… _____________________________________________________________________________________________________________________ _____________________________________________________________________________________________________________________ I am assuming that your intent/what you meant to do was …was it? _____________________________________________________________________________________________________________________ _____________________________________________________________________________________________________________________ Moving forward, what might be helpful (for me) is if you could do differently … _____________________________________________________________________________________________________________________ _____________________________________________________________________________________________________________________
Peer Appreciation & Feedback