Tweet
Tweet

Slide 1

Slide 1 text

Frameworks for Feedback Rebecca Miller-Webster @rmillerwebster | github.com/rmw | rebecca miller-webster.com

Slide 2

Slide 2 text

Communication is what we do

Slide 3

Slide 3 text

Feedback: type of communication • How am I doing? • How do people see me? How do people respond to me? • Can I get my ideas across? Can I create consensus and buy-in? • Am I successful at what I want to be successful at?

Slide 4

Slide 4 text

Agile, Lean, etc • Retros • Standups • Code Review • Continuous Integration • Continuous Delivery • etc

Slide 5

Slide 5 text

Feedback works! Rigorous inspections can remove up to 90% of errors from a software product before the first test case is run. Defect detection rates: unit testing: 25% integration testing: 45% design review: 55% code review: 60% Steve McConnell Code Complete Robert Glass Facts and Fallacies of Software Engineering

Slide 6

Slide 6 text

We need to think more about ALL kinds of feedback.

Slide 7

Slide 7 text

Everything is feedback • what is NOT said • who is interrupted • who speaks up • who stays quiet • who is invited • body language

Slide 8

Slide 8 text

Let’s talk about feedback • How to (and why) create structure for feedback • Frameworks for feedback • How to give good feedback • Sensitive and difficult conversations

Slide 9

Slide 9 text

Create structures around feedback

Slide 10

Slide 10 text

More meetings?!? • Giving negative feedback is difficult for everyone • Positive feedback is also important feedback • People are motivated by progress • Ad-hoc feedback burdens the person with an issue • Regular feedback builds trust & safety

Slide 11

Slide 11 text

Feedback Structures • 1 on 1: Manger/Employee, Teammate, Pairing • Group: Retros, Stand up, Post Mortem • Indirect: Forms, Written Reviews, Observation

Slide 12

Slide 12 text

Feedback Structure Timing • Pre: Understanding each other’s communication/ leadership style, how work together/collaborate best, what working on • During: Progress. How are things going? Are things going how we expected? • Post: How did it go? What can we do better next time? • Cumulative: Review from other feedback + identify patterns or changes

Slide 13

Slide 13 text

Frameworks to use for feedback

Slide 14

Slide 14 text

Give Feedback • Goal: Better relationship. No defensiveness. • Talk about actions and not the person

Slide 15

Slide 15 text

Situation, Behavior, Impact • set the situation • describe the person's behavior • state the impact of this behavior • provide a recommendation

Slide 16

Slide 16 text

Don’t forget positive feedback • Genuine • 3:1 (up to 10:1) • When combined with negative, should have the same context “You’re really good at this but I’m concerned about Y”

Slide 17

Slide 17 text

Receive feedback • Listen • Ask questions to understand • Thank you & Follow up

Slide 18

Slide 18 text

MEV • Mirror: Repeat what was said; Confirm your understanding is correct • Empathy: Show you understand why and what feel • Validation: Ask follow up question that shows you are listening

Slide 19

Slide 19 text

MEV: Mirror • I hear you say …. Is that correct? • When you said … would it be fair to say you meant … and felt …? • Am I correct in understanding that when I did … you felt …?

Slide 20

Slide 20 text

People want to feel heard.

Slide 21

Slide 21 text

MEV: Empathy • Curiosity about people • Seeking to understand a person’s reasoning and emotions without judgement • Make connections between your experience and another person’s, even in different contexts

Slide 22

Slide 22 text

A person’s reasoning and emotions are V ALID even if you don’t agree with them.

Slide 23

Slide 23 text

Empathy is a skill • Listen and summarize • Recognize and name your own emotions • Shut off your inner narrator

Slide 24

Slide 24 text

Request Feedback • Goal: Get honest, actionable feedback • Regular requests are more likely to illicit honest & comprehensive feedback

Slide 25

Slide 25 text

SSC • Start: What should I start doing? • Stop: What should I stop doing? • Continue: What should I continue doing? • What should I increase doing? Decrease?

Slide 26

Slide 26 text

Listen. Ask questions.

Slide 27

Slide 27 text

How to give good feedback

Slide 28

Slide 28 text

Good Feedback • Actionable, Specific, & Kind • Contextual • Encourages team • Within recipients scope of skills • Speak from your own experience

Slide 29

Slide 29 text

Accountability • Review previous action items • Explain why • Acknowledge all ideas, opinions • Review results

Slide 30

Slide 30 text

Without a response, people will stop speaking.

Slide 31

Slide 31 text

#4 The Hard Stuff

Slide 32

Slide 32 text

Power dynamics • Power is influence • Power is access to resources • Formal or informal • Words from a person with power have exponential impact

Slide 33

Slide 33 text

Power dynamics exist whether we acknowledge them or not.

Slide 34

Slide 34 text

Microaggressions • Unintentional daily acts • Reinforce stereotypes and oppression

Slide 35

Slide 35 text

Microaggressions • Tone policing: “You’re so aggressive” • Othering: Fantasy football for team bonding

Slide 36

Slide 36 text

Call out • That makes me uncomfortable • Please stop talking about/doing that

Slide 37

Slide 37 text

How to respond to being called out • Thank you for letting me know. • Can I follow up with you about this? I’d like to better understand what I did wrong.

Slide 38

Slide 38 text

Non-violent communication • Facts: What happened without commentary • Feelings: Emotion it made you feel • Needs: Human need that wasn’t met • Requests: What you would like the person to do in the future

Slide 39

Slide 39 text

Diversity is a learning opportunity

Slide 40

Slide 40 text

Go forth & give feedback. @rmillerwebster | github.com/rmw | rebecca miller-webster.com