The Feedback Loop Workshop [1 Second Everyday - Oct 2019]

C35e01544a0dd94a2cf1619ee8a42ebb?s=47 Claire Lew
October 21, 2019

The Feedback Loop Workshop [1 Second Everyday - Oct 2019]

Giving and receiving feedback well are some of the most-valued – yet difficult to master – skills for any team member. After years of research across hundreds of companies in 25+ countries, Claire Lew, CEO of Know Your Team, shares the playbook for how to give and receive feedback well within your team.

Get more of our resources at http://knowyourteam.com/

C35e01544a0dd94a2cf1619ee8a42ebb?s=128

Claire Lew

October 21, 2019
Tweet

Transcript

  1. 4.
  2. 11.

    69% (Harris Poll with 2,000+ adults) of US managers say

    the hardest part of managing is “communicating with employees in general"
  3. 12.

    37% (Harris Poll with 2,000+ adults) of managers say they’re

    uncomfortable having to give direct feedback about their employees’ performance
  4. 13.
  5. 14.
  6. 15.
  7. 17.
  8. 20.
  9. 22.

    Today Why this matters How to give difficult feedback well

    Key situations Q&A TODAY Why it matters
  10. 23.

    Today Why this matters How to give difficult feedback well

    Key situations Q&A TODAY Why it matters What gets in the way
  11. 24.

    Today Why this matters How to give difficult feedback well

    Key situations Q&A TODAY Why it matters What gets in the way How to do it well
  12. 25.
  13. 26.
  14. 27.
  15. 37.
  16. 38.

    TEND TO PREFER TEND TO AVOID 4.7 Receive negative feedback

    2.3 Receive positive feedback -2.3 Give negative feedback 0.1 Give positive feedback (Harvard Business Review 2014)
  17. 39.

    TEND TO PREFER TEND TO AVOID 4.7 Receive negative feedback

    2.3 Receive positive feedback -2.3 Give negative feedback 0.1 Give positive feedback (Harvard Business Review 2014)
  18. 40.

    TEND TO PREFER TEND TO AVOID 4.7 Receive negative feedback

    2.3 Receive positive feedback -2.3 Give negative feedback 0.1 Give positive feedback (Harvard Business Review 2014)
  19. 41.

    How do you say those things kindly yet honestly? Our

    team wants honest feedback! REMEMBER!
  20. 50.
  21. 63.

    Consider: “How does this person feel about my feedback? Was

    there anything I might have misinterpreted or overlooked? Is there anything that I can be doing better to help support the other Giving feedback is a conversation, not a mandate. REMEMBER!
  22. 65.
  23. 73.

    Acknowledge it's only your opinion You can never control another

    person’s reaction – you can only control yourself. REMEMBER!
  24. 79.
  25. 80.
  26. 81.
  27. 101.

    Consider: “How does this person feel about my feedback? Was

    there anything I might have misinterpreted or overlooked? Is there anything that I can be doing better to help support the other Sit in silence. Talk less. FRUSTRATING FEEDBACK #1
  28. 104.

    Consider: “How does this person feel about my feedback? Was

    there anything I might have misinterpreted or overlooked? Is there anything that I can be doing better to help support the other Write it down. Assume positive intent. FRUSTRATING FEEDBACK #2
  29. 105.

    “Thank you… I’m going to act on this. Also, not

    to detract from what you’re saying, mind if I share some thoughts on how the feedback was delivered?”
  30. 107.

    Consider: “How does this person feel about my feedback? Was

    there anything I might have misinterpreted or overlooked? Is there anything that I can be doing better to help support the other Make empathy your mission + clarify with questions. FRUSTRATING FEEDBACK #3
  31. 114.

    RECEIVING FEEDBACK Why was it hard to hear? (Truth? Relationship?

    Identity?) What can you do to receive it well? (Empathy, Silence, Write, Positive Intent, Talk Less.)
  32. 116.

    RECEIVING FEEDBACK Why was it hard to hear? (Truth? Relationship?

    Identity?) What can you do to receive it well? (Empathy, Silence, Write, Positive Intent, Talk Less.)
  33. 117.
  34. 118.
  35. 121.
  36. 123.

    of managers say that one-on-ones positively affect their team’s performance.

    89% (August 2018 survey with 531 managers and 365 employees)
  37. 124.

    of employees say that one-on-ones positively affect their team’s performance.

    73% (August 2018 survey with 531 managers and 365 employees)
  38. 129.
  39. 130.
  40. 134.

    of employees say their managers are NOT prepared for their

    one-on-one meetings. 41% (August 2018 survey of 518 managers and 365 employees)
  41. 136.

    Questions around specific moments of energy FOCUS AREAS Concerns /

    Issues. Feedback on Performance. Career Direction. Personal Connection.
  42. 138.

    Questions around specific moments of energy FOCUS AREAS Concerns /

    Issues. Feedback on Performance. Career Direction. Personal Connection.
  43. 139.

    Questions around specific moments of energy CONCERNS Is there any

    red tape you’d like to cut at the company?
  44. 141.

    Questions around specific moments of energy FEEDBACK Would you like

    more or less direction from me? Why / why not?
  45. 142.

    Questions around specific moments of energy FEEDBACK Would you like

    more or less feedback from me? Why / why not?
  46. 143.

    Questions around specific moments of energy CAREER Is there any

    area outside your current role where you feel you could be contributing?
  47. 144.

    Questions around specific moments of energy CAREER What’s one thing

    we could do today to help you with your long-term goals?
  48. 154.

    Suggest 1 thing that is your greatest shortcoming, and what

    you want to do to actively improve or compensate for it.
  49. 156.

    Do you see any untapped potential in the work I’m

    doing? An area you think I could be pressing a bit harder in or exploring deeper?
  50. 157.

    What’s been frustrating or confusing about working with me? Where

    do you see the greatest opportunity for me to improve?
  51. 158.

    What’s the biggest challenge you feel you face as a

    manager? In what ways can I be helpful in overcoming or facing that challenge?
  52. 159.

    In what ways have I saved you time or made

    your job easier? What can I be doing to do more of those things?
  53. 160.

    Where do you see the team or company a year

    from now, and what I can do to help make sure we achieve that vision?
  54. 161.

    Questions around specific moments of energy AGENDA Catching up (5

    min.) • How’s life? Concerns / Issues (20 min.) • What advice do you have on how to handle ___? • What are your biggest time wasters? Feedback (20 min.) • How is your workload? • What about my management style can I improve? Takeaways / Next Steps (5 min.)
  55. 169.
  56. 171.
  57. 172.
  58. 174.
  59. 176.
  60. 178.