Giving and Receiving Feedback – Learning Lab

Goals of Workshop:

  • Each participant leaves with valuable key learnings that increase their ability to both give and receive both positive & corrective feedback
  • Short-term: People put these key learnings into practice. (Within One Week.)
  • Long-term: increased effectiveness of feedback given & received. Ultimately organizational culture incorporates healthy feedback practices that contribute significantly to our business success. Our people say “It’s in our DNA.”

Course Description:

  • The Challenges of Giving & Receiving Feedback:
    • The difference between criticism & feedback.
    • The Dark Side of Feedback – How to Do It Wrong.
      • “Sandwich approach”
      • What else have you experienced?
      • When feedback goes wrong . . . (that’s another workshop).
      • “Healthy” Conflict vs. “Unhealthy Conflict” (Attacking Issues, Not People)
      • Impact of Style Differences (Enneagram, MBTI, DiSC, etc.)
    • When is Feedback NOT Appropriate?
      • E.g. getting stones to swim and horses to climb trees.
  • Effective Feedback:
    • Feedback is goal-directed, oriented to the RECEIVER’s goal.
    • The context for feedback matters:
      • Choosing an effective time.
      • Choosing an effective location.
    • Creating Psychological Safety – David Rock’s SCARF Model
      • Approach/Avoid Response & Triggers
    • Feedback can be both positive and “negative”.
      • “Appreciative Inquiry”
        • What’s working? Let’s keep doing it or do MORE of it!
        • What’s NOT working? Let’s change it.
        • What’s missing? Let’s add it?
        • Possibility Thinking: If anything were possible . . .
      • Appreciation and the “Attitude of Gratitude” @ ur company
        • We need positive:negative 11:1 ratio to feel equal.
        • What really motivates people/makes them feel appreciated.
    • Feedback Process Varies Depending on Power Relationships.
    • The Language of Effective Feedback: positive and “negative”.
  • Tools for Effective Feedback:
    • “Plus/Delta”: Working & Change to Work Better in the Future
    • Start-Stop-More-Less-Continue
    • 3 Chickens in Pocket.
    • Setting Expectations, Gap Analysis, “Can’t or Won’t?” & Closing the Gap
    • Attack Issues, Not People

Method to Measure Success of Class: [i.e. survey]

  • Reduced # of escalations of unresolvable conflict among individuals on their teams.
  • Significantly increased effectiveness of interactions involving. People say that the majority of their interactions involving feedback are “healthy” and helpful, even enjoyable.
  • At least 10X increased frequency of peer-to-peer positive feedback.
  • Our people routinely incorporate effective feedback tools, approaches, language and processes into their 1:1, group, team and project interactions.  

Follow Up: Thinking Partner Triads – accountability partners to share experiments, experiences, progress and outcomes.

Facebooktwitterredditpinterestlinkedinmailby feather