Giving and Receiving Feedback: A New Imperative
-
Upload
omar-c-bermudez -
Category
Business
-
view
104 -
download
0
Transcript of Giving and Receiving Feedback: A New Imperative
Giving And Receiving Feedback: A New ImperativeIdeas For Employees and Managers
@ocbermudez
By Omar Bermudez
Agenda
• Determine why feedback is important• Realize when a feedback works• Avoid 4 low performance feedback patterns• Understand 6 tips to receive feedback• Learn 9 techniques for giving/asking feedback
Let’s think about it…
What are the top 3 reasons to give a great feedback?
Individual(30’’)Group(30’’)Relayer (Shout it out!)
@ocbermudez
Agenda
• Determine why feedback is important• Realize when a feedback works• Avoid 4 low performance feedback patterns• Understand 6 tips to receive feedback• Learn 9 techniques for giving/asking feedback
Why Feedback is Important…
• Feedback is there all the time• Feedback is just another word for effective listening• Feedback is an opportunity to motivate• Feedback is essential to develop performance• Feedback is a way to keep learning
Why Feedback is Tough…
Level 1: I don’t get what are you talking about.
Level 2: I don’t like it.
Level 3: I don’t like you.
Agenda
• Determine why feedback is important• Realize when a feedback works• Avoid 4 low performance feedback patterns• Understand 6 tips to receive feedback• Learn 9 techniques for giving/asking feedback
When feedback works
• VALIDATE your intentions first.• Just do it!• Give feedback frequently and informally.• Focus in the customer or task or behavior (Don’t focus in the person).
• Keep people in the loop.• Seek feedback.• Build a foundation.
Agenda
• Determine why feedback is important• Realize when a feedback works• Avoid 4 low performance feedback patterns• Understand 6 tips to receive feedback• Learn 9 techniques for giving/asking feedback
Let’s review 4 interesting patterns…#1: The question feedback…
Result
Let’s review 4 interesting patterns…#2: The “but” feedback…
Result
Let’s review 4 interesting patterns…#3: The color mindset feedback…
Result
Let’s review 4 interesting patterns…#4: Everything is fine feedback…
Result
Agenda
• Determine why feedback is important• Realize when a feedback works• Avoid 4 low performance feedback patterns• Understand 6 tips to receive feedback• Learn 9 techniques for giving/asking feedback
Tips for Receiving feedback
• Place clear boundaries • Listen beneath the words• Explore gently • Don’t defend yourself• Express your thanks• Follow up
Don’t forget S.A.R.A
•Surprise•Anger•Rationalization•Acceptance
Agenda
• Determine why feedback is important• Realize when a feedback works• Avoid 4 low performance feedback patterns• Understand 6 tips to receive feedback• Learn 9 techniques for giving/asking feedback
Technique: Positive Feedback
• Target: Group
• I respect…• I like…• I appreciate…• I admire…• I love…
Technique: Acid Reflux – Tough feedback
• Target: Group/Individual
1. Introduce the conversation…2. I have noticed/perceived…3. Let’s talk him/her…4. Communicate the impact…5. Build the plan…6. Set expectations… (follow up)
(stay calm and show empathy)
Technique: Open Book Management• Target: Group• Best applicable in Kaizen/Lean/Six Sigma meetings
• What are the critical numbers that people need to know?• What’s a good way to get this information to people in a timely manner?• What’s my plan for ensuring that people make the connection between the
numbers and their own work?• How will we keep ourselves accountable?
Technique: Expectations Exchange
• Target: Group/Individual
1. More of… because…[impact]2. Less of… because…[impact]3. Keep on doing…because…[impact]
Technique: How’s Our Team Doing?
• Target: Group• Ideally for virtual teams…• Scale from 1 to 5
Clarity of our missionHow well we meet our goalsClarity of our respective rolesProvide feedback to each otherHow well we handle…
(Engage the dialogue and build action plan)
Technique: Feedback From Your Boss
• What is the potential benefits for your boss for giving you feedback?
• Clear and Specific • Listen the answer • Be curious (don’t listen to answer)• Engage dialog (SARA?)• Plan for action• Acknowledge
Technique: Ask-Tell-Ask
• Ask employee for self assessment• Tell them the behavior/performance you observe and how it
differs to what you expect.• Ask employee how they think they could improve and what
action they can take.
Technique: Perfection Game
• You (the reviewer) rate the work on a scale from 1 to 10, based on how much value you can add. 10 means that the work is perfect for you.
• You explain why you rated the work like you did. What makes up this number? What did you like about it? What should be kept?
• You give concrete suggestions for improvement
Technique: Feedback Door
I liked it/I enjoyed it
So…So..
We have to improve…
Let’s Try The Feedback Door
Agenda
Avoid 4 low performance feedback patterns Realize when a feedback worksDetermine why feedback is importantUnderstand 6 tips to receive feedbackLearn 9 techniques for giving/asking feedback
Do you want more?
BlogBooks
Claim your free e-book…
http://goo.gl/6222UZ
Or get it in Amazon…
Free Copy! (PDF)http://goo.gl/6222UZ
Let’s talk if you:
Want to create a culture of feedback in your organization …Want to create an ownership and responsibility culture in your team or organization…Want to create leaders at all levels …Want to address organizational changes in a completely different way, without resistance and/or conflicts …
Omar C. [email protected]
@ocbermudez
(blog) www.agilecafe.org