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The craft of
feedback
Erin
‘
Folletto’ Casali
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Manifesto Ibridi F E L L O W
DIRECTOR
PRODUCT STARTUP CONSULTANCY
SMARTER, SIMPLER, SOCIAL
BOARD
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Re-
learning
feedback
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Regression to the Mean
Positive feedback is followed by worse results
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Regression to the Mean
Negative feedback is followed by better results
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Regression to the Mean
The person has been improving the whole time
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“
”
Daniel Kahneman
We are statistically punished for rewarding
others and rewarded for punishing them.
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Negative
is about change
Positive
is about con
fi
rmation
“You are not
on the right path,
let’s get you back”
“You are
on the right path,
let’s build on it”
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“Good job”
Praise
≠ Positive Feedback
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“Bad job”
Blaming
≠ Negative Feedback
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Vagueness
kills any feedback
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Give
feedback
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Artefact
Person
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Feedback equation
Actionable feedback
Observation Impact Question
+ + =
See also SBI (Situation, Behaviour, Impact) model
Feedback Equation by Lara Hogan
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Actionable feedback
Observation Impact Question
+ + =
Describe Facts
Outline reality, state facts, avoid judgement
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Actionable feedback
Observation Impact Question
+ + =
Outline Assumptions
Clarify your perspective, where you are coming from
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Actionable feedback
Observation Impact Question
+ + =
Impact as
Factual
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Actionable feedback
Observation Impact Question
+ + =
Impact as
Factual
Impact as
Perceived
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Actionable feedback
Observation Impact Question
+ + =
Question
“Please do X
this way”
Request
“How can we
solve X?”
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Question
Request
Actionable feedback
Observation Impact Question
+ + =
Prescriptive,
de
fi
nes a way forward
Open,
left to be explored
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“It’s unclear to me
what you suggest”
STORY
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The best feedback
will not get through
if not delivered
in a respectful way
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Receptivity equation
Respectful Feedback
Timing Attitude Form
+ + =
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Be timely
Nobody likes to rework
Respectful Feedback
Timing Attitude Form
+ + =
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Respectful Feedback
Timing Attitude Form
+ + =
Be timely
When things happen
(but do not kill a win)
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“They never listen
to my feedback”
STORY
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Respectful Feedback
Timing Attitude Form
+ + =
Focus on growth
What can we say
that will help them get better?
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Respectful Feedback
Timing Attitude Form
+ + =
Radical Candor by Kim Scott
Ruinous
Empathy
Radical
Candor
Manipulative
Insincerity
Obnoxious
Aggression
CARE PERSONALLY
CHALLENGE DIRECTLY
Kind not deceiving
Direct not rude
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Respectful Feedback
Timing Attitude Form
+ + =
Implicit
protocols
Different
cultures
Spectrum of
neurodiversity
Occasional
trip word
Everything can be misinterpreted
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Respectful Feedback
Timing Attitude Form
+ + =
Reset & backtrack
Apologize Increase bandwidth
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“When you
say oh…”
STORY
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Ask
feedback
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The worst possible way
to ask for feedback
“Any feedback?”
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Be speci
fi
c
Ask exactly what
you need to move forward
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Receive
feedback
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Respectful Feedback
Timing Attitude Form
+ + =
Decide when it is
the right time to action it
Rewrite to make it
easier to review
Check if anything might
affect your judgement
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Actionable feedback
Observation Impact Question
+ + =
Deconstruct to identify
what they are observing
Deconstruct to split
problem from solution
Deconstruct to assess
relative impact
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“
”
Christine Porath, HBR
High-performing teams
share nearly six times more positive
feedback than average teams.
Marcial Losada, Emily Heaphy (2004) The Role of Positivity and Connectivity in the Performance of Business Teams
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Thanks.
IntenseMinimalism.com
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