How do wegive and receive

feedback?

Part # 1

How do wegive feedback?

Question # 1

How do you offer to give feedback?

Would it be helpful to you that I,

now and then, give you feedback about how you work / lead?

Adapted fromhttp://blogs.hbr.org/2011/03/dont-be-nice-be-helpful/http://blogs.hbr.org/2010/03/how-to-give-your-boss-feedback/http://blogs.hbr.org/2014/06/everything-you-need-to-know-about-negative-feedback/

I tend to have a fresh perspective on how

work is done. Would you like some

feedback about how work is going?

Adapted fromhttp://blogs.hbr.org/2011/03/dont-be-nice-be-helpful/http://blogs.hbr.org/2010/03/how-to-give-your-boss-feedback/http://blogs.hbr.org/2014/06/everything-you-need-to-know-about-negative-feedback/

Question # 2

How do you find out if people prefer positive

and/or negative feedback?

About half of us prefer negative feedback

http://blogs.hbr.org/2014/03/do-you-need-to-lighten-up-or-toughen-up/

The other half of us prefer positive feedback

http://blogs.hbr.org/2014/03/do-you-need-to-lighten-up-or-toughen-up/

For a player - for any human being - there is

nothing better than hearing “Well done.”

http://hbr.org/2013/10/fergusons-formula/ar/4

Sir Alex Ferguson

Thank you. Great job. I really

appreciated your work on that project.

This takes less than 10 seconds to say.

http://www.forbes.com/sites/victorlipman/2013/02/09/in-praise-of-praise/

Question # 3

To what extent do you calm down before giving feedback?

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Calm down before yougive feedbackto someone.

Question # 4

To what extent do you give

honest feedback?

http://www.forbes.com/sites/joefolkman/2013/12/19/the-best-gift-leaders-can-give-honest-feedback/http://blogs.hbr.org/2014/02/stop-pretending-that-you-cant-give-candid-feedback/

Research shows that when people receive honest feedback, they are

far more engaged.

Question # 5

How good are you at

using ”I” language?

Question # 6

To what extent do you use

concrete examples?

Expert coaches uniformly avoid overloading performers with too much or too technical information.

They tell the performers one important thing they noticed that, if changed, will likely yield immediate and noticeable improvement.

http://www.ascd.org/publications/educational-leadership/sept12/vol70/num01/Seven-Keys-to-Effective-Feedback.aspx

http://www.mindtools.com/pages/article/newTMM_98.htm

Avoid words like “never” or “always”, because the person will get defensive.

Question # 7

How much feedback should we give to each other?

Feedback frequency

Performance

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Question # 8

How can we give more feedback

about the effort people make?

Compliment effort more than

complimenting intelligence or talent.

http://hbr.org/tip?date=091913

Praising effort helps build resilience

and determination, while praising talent and ability results in risk-aversion and heightened sensitivity to setbacks.

http://blogs.hbr.org/2013/12/building-a-feedback-rich-culture/http://blogs.hbr.org/2012/01/the-right-mindset-for-success/

Part # 2

How do we receive feedback?

Question # 1

How good are you at asking for feedback?

What’s your opinion?

http://www.inc.com/peter-economy/11-things-your-employees-want-you-to-tell-them-every-day.html

How was the meeting? Please draw a line of your choice

+

-

Start Finish

What, in particular, did you like?

http://hbr.org/2014/01/find-the-coaching-in-criticism

What’s 1 thing you see me doing

- or not doing - that holds me back?

The most effective leaders actively seek feedback

http://www.forbes.com/sites/joefolkman/2013/12/19/the-best-gift-leaders-can-give-honest-feedback/

When you ask for feedback, you not only find out how others see you, you also influence how they see you.

http://hbr.org/2014/01/find-the-coaching-in-criticism

Types of questions

http://www.slideshare.net/frankcalberg/question-types

Question # 2

How can we listen better to each other?

Listening tips

http://www.slideshare.net/frankcalberg/listening-tips

Question # 3

To what extent do you thank for feedback you receive?

http://www.inc.com/peter-economy/a-gratitude-guide-for-2014.html

It only takes a minute to express our gratitude.

Further inspiration

http://www.ascd.org/publications/educational-leadership/sept12/vol70/num01/Seven-Keys-to-Effective-Feedback.aspxhttp://www.businessinsider.com/linkedin-ceo-jeff-weiner-2014-6http://blogs.hbr.org/cs/2013/02/how_to_give_a_meaningful_thank.htmlhttp://www.fastcompany.com/1753874/feedback-usually-says-more-about-the-giver-than-the-receiverhttp://www.gsb.stanford.edu/news/headlines/carole-robin-feedback-gifthttp://humanresources.about.com/cs/communication/ht/receivefeedback.htmhttp://jp.dk/jptv/nyheder_erhverv/karriere/article2514562.eceSchein, Edgar H.: Process Consultation, p. 98.http://www.slideshare.net/frankcalberg/how-are-people-paid-for-what-they-dohttp://www.slideshare.net/frankcalberg/speaking-tips-15818774http://smartblogs.com/leadership/2011/07/20/how-much-feedback-is-too-much/http://youtu.be/wnojHbEBGqUhttp://web.hbr.org/email/archive/managementtip.php?date=022610

Thank you for your interest. For more inspiration and personalized services, feel welcome to visit http://frankcalberg.com

Have a great day.