How to Give Everyday Feedback to Speed Up Your Team's Success | Anna Carroll

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insights from Anna Carroll

This presentation consists of highlights from the interview with Moe Abdou,

founder & host of 33voices®.

Anna CarrollAnna Carroll, MSSW, is an executive coach and organizational consultant specializing in workplace feedback, leadership development, and facilita-tion of groups. Carroll completed her undergraduate work at Sarah Lawrence College and Massachusetts Institute of Technology and received an MSSW from the University of Texas at Austin. She completed professional coach training from the Coaches Training Insti-tute (CTI) based in San Rafael, CA.

@justfeedback

1

Feedback is to life what breathing is to living;

without it, there’s no oxygen to grow.

2

It’s a leader’s reluctance to giving feedback that deflates her associates’ desire to receive it.

visualize the positive impact instead.

3

Those who excel at giving feedback follow these six steps:

3

Those who excel at giving feedback follow these six steps:

Explain what they’re doing

3

Those who excel at giving feedback follow these six steps:

Look for the highest good in others

3

Those who excel at giving feedback follow these six steps:

Use COIN phrases for each person (see #4)

3

Those who excel at giving feedback follow these six steps:

Ask for feedback in return and adjust big

3

Those who excel at giving feedback follow these six steps:

creates more feedback loops

3

Those who excel at giving feedback follow these six steps:

Becomes a great coach

4

The feedback conversation is a dialogue,

not a monologue.

COIN IT:

4

The feedback conversation is a dialogue,

not a monologue.

COIN IT:Connect to the person’s goals and interests

4

The feedback conversation is a dialogue,

not a monologue.

COIN IT:Observe something very specific

4

The feedback conversation is a dialogue,

not a monologue.

COIN IT:Discuss the Impact on business

4

The feedback conversation is a dialogue,

not a monologue.

COIN IT:be specific in identifying the next steps

5

Want to get the best out of your younger talent?

Do what Twitter does:

5

Want to get the best out of your younger talent?

Do what Twitter does:Communicate fearlessly to build trust

5

Want to get the best out of your younger talent?

Do what Twitter does:Defend and respect the user’s voice

5

Want to get the best out of your younger talent?

Do what Twitter does:Grow your business in a way that makes everyone proud

5

Want to get the best out of your younger talent?

Do what Twitter does:Recognize that passion and personality matter

5

Want to get the best out of your younger talent?

Do what Twitter does:Seek diverse perspectives

5

Want to get the best out of your younger talent?

Do what Twitter does:Reach each person on the planet

5

Want to get the best out of your younger talent?

Do what Twitter does:

6

The smartest leaders avoid having crucial conversations because

they’re relentless about giving and receiving everyday feedback.

7

The truth only hurts when it’s false.let candor shine a light on never ending growth.

8

A great coach is first and foremost a mentor.as such, her behavior is a mirror into the actions of others.

9

Remember that “A friend is one who sees through you

and still enjoys the view.” - Wilma Askinas

10

Winners cherish being coached.for to them, the only path towards greatness is to constantly reinvent themselves.

What’s the one thing you wish you could share with your most valuable employee

that you haven’t?

REALLY REFLECT...

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