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.
- “Appreciative Inquiry”
- 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.






