Giving Feedback

This desk is part of the attendee preparation for our workshop Leading Engineering Teams For New Managers.

It's the context for Day 2: Giving Feedback. For the video and transcript to go with these slides, check out its resources page on our site.

Transcript

1. Giving feedback Blackmill
2. Information about past behaviour, delivered in the present, which may influence future behaviour Blackmill 2
3. In a work environment • Feedback • Coaching • Performance reviews Blackmill 3
4. Why? • Learning is soliciting, receiving, and integrating feedback • Productive work environment Blackmill 4
5. What makes feedback effective? Blackmill 5
6. Clear, specific, timed right, non-judgmental, and speaks only to behaviour Blackmill 6
7. When? Blackmill 7
8. When positive feedback is given frequently, the constructive feedback seems less threatening and more credible Blackmill 8
9. Actionable, Specific, Kind Blackmill 9
10. Actionable, Specific, Kind Blackmill 10
11. Actionable, Specific, Kind Blackmill 11
12. Actionable, Specific, Kind Blackmill 12
13. Impact vs Intent Intent (the purpose behind the giver's message) may not always align with its impact (how the receiver is affected by the message) in conversation. Blackmill 13
14. As a manager • Know and observe the people on the team • Regularly identify people who deserve a praise • Provide lightweight, regular feedback • Go beyond "good job" Blackmill 14
15. Preparing for a feedback session The goal of a feedback conversation is to reinforce positive behaviour or improve performance. When giving constructive feedback, focus on the future rather than criticising or airing grievances. Blackmill 15
16. Planning the interaction 1. One line overview 2. Objective report of behaviour 3. Objective report of the effect on team or project 4. Potential objections 5. Create a discussion plan 6. Consider possible barriers to feedback 7. A follow up question or request 8. Consider possible questions that you might be asked 9. Desired short-term result(s) 10. Desired long-term result(s) Blackmill 16
17. Giving constructive feedback • Sit without obstacles • Avoid interruptions • Adapt your communication style to the recipient • Neutral tone of voice • Consider their point of view and perspective • Keep the conversation two-sided • Listen actively - paraphrase what the recipient is saying • Notice nonverbal cues • Monitor your own reactions and body language • Be sensitive to ways in which gender, race, age, or other differences might affect their response to the feedback Blackmill 17
18. Next steps 1. Develop an action plan you both agree on 2. Followup regularly 3. Assess yourself Blackmill 18
19. • Praise effort, not ability. • Offer some positive feedback • Empower everyone, not just leaders and managers • Encourage the team to help each other to solve problems • Do not dwell on what’s wrong • Set clear expectations • Encourage questions • Make it ok to say no Blackmill 19 Building respectful culture guidelines
20. A culture of healthy feedback won't appear overnight, no matter how often you deliver feedback... foster that culture by teaching others how to deliver feedback in a healthy and impactful way. — Lara Hogan Blackmill 20