LeaderLounge: Thanks For The Feedback

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lead, think, align, communicate, influence, coach, strategize, deliver, ignite (passion)

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@martyyaskowich

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> Leadership Quotient

LQ = IQ + EQ + XQ

When a leader gets better, ALL of Vancouver benefits.

Leaders are Readers

Leaders are Learners

Nov. 30th

The Power of Storytelling

Greg Power, President, Weber Shandwick Canada

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smartsavvy.meRev up your resume

• Marketing recruitment practice leader @ Smart Savvy

• 15+ years in tech marketing

• 5 years marketing recruitment with leading BC companies

Jaylene Crick

• EVP Chief Innovation and Growth Officer at Tribal Worldwide

• 15+-year veteran of digital and integrated marketing

• Born and raised in the good ol’ wholesome Prairie’s of Sask

Marty Yaskowich

What is “feedback”?

Why the focus on “receiving” feedback?

Benefits of Being a Good Feedback “Receiver”

• Improved relationships

• Reduced stress & anxiety

• Learning & growth

• Improved leadership effectiveness

Forbes, “The Best Gift Leaders Can Give: Honest Feedback”, 2013

Reflection: Think of two times you received “feedback” where you did not accept or use it – why didn’t you?

Why is feedback so hard to receive?

Discussion: How do you typically react to feedback?

Truth Triggers

Relationship Triggers

Identity Triggers

Identity Triggers

Receiving feedback well is a process of sorting and filtering

Receiving feedback well is a process of sorting and filtering

• What type of feedback is it?

– Appreciation

– Coaching

– Evaluation

Truth Triggers1

Discussion: In your team…-What kind of feedback is most frequently given? How is it given?-What kind of feedback is least frequently given? Why?

Truth Triggers1

• How to prevent wires from getting crossed– Get aligned:

know the purpose and discuss it– Separate evaluation from coaching and

appreciation

• Move beyond vague feedback “labels”

Truth Triggers1

• Seek first to understand– Where is the feedback coming

from?• Observe data• Interpret and tell story about data

– Where is the feedback going?

Truth Triggers1

• See your blind spots

Truth Triggers1

• See your blind spots– Amplifiers

• Emotional Math• Situation Versus Character• Impact Versus Intent

– Ask with genuine curiosity– Get a second opinion

Truth Triggers1

Discussion:• How often do you ask for feedback?• What do you typically ask?• What stops you from asking for feedback more often?

Don’t switchtrack – understand the relationship triggers that create this impulse

– What do we think about the giver?

– How do we feel treated by the giver?

Relationship Triggers2

How to prevent switching tracks

1. Spot the two topics on the table

2. Give each topic its own conversation track

3. Help givers be clearer about their original feedback

Relationship Triggers2

• Identify the relationship system– Take three steps back

1. You + Me Intersections

2. Role Clashes

3. The Big Picture

Relationship Triggers2

• Learn how wiring and temperament affect your story– 3 variables in your reaction to feedback

1. Baseline

2. Swing

3. Sustain and Recovery

Identity Triggers3

Reflection: How would you describe your own wiring in terms of:• Baseline? (your natural happiness in life)• Swing? (the degree to which your emotions swing when you receive feedback)• Sustain & recovery? (how long you sustain the buzz off of / or recover from feedback)

No big deal Love feedback!

Hate feedback. Hopeful but fearful

Quick

Slow

Negative Recovery

Short Long

Swing / Recovery Combinations

Identity Triggers

• Our wiring is NOT fixed

5 Strategies to Dismantle Distortions

1. Be prepared, be mindful2. Separate the strands:

feeling/story/feedback3. Contain the story4. Change your vantage point5. Accept you can’t control how

others see you

Identity Triggers

Strategies to cultivate a growth identity

1. Give up simple identity labels and cultivate complexity

2. Move from a fixed mindset to a growth mindset3. Sort toward coaching4. Unpack judgement from the evaluation suitcase5. Give yourself a “second score

Identity Triggers

Reflection: Think of 2 pieces of feedback you found tough to receive.

• What were the most immediate thoughts to go through your mind as you received this feedback?

• How would you describe your experience in relation to the three triggers (truth, relationship, identity)?

Are there times where it’s better just to ignore feedback?

How HR can help

1: Trumpet benefits AND explain tradeoffs

2: Separate appreciation, coaching & evaluation

3: Promote a culture of learners

How Leaders and Feedback Givers can Help

1: Model learning, request coaching

2: As givers, manage mindset and identity

3: Be aware of how individual differences collide in organizations

Forbes, “The Best Gift Leaders Can Give: Honest Feedback”, 2013

Tips for Eliciting Feedback

1: Ask for 1 thing

2: Tap people you struggle with

3: Do a column test

Discussion: What have you learned about your role as a feedback giver? What will you do differently?

Nov. 30th

The Power of Storytelling

Greg Power, President, Weber Shandwick Canada

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