Finding Your Edge in a Culture of Feedback

Finding Your Edge in a Culture of Feedback

Have you ever wished for more feedback from colleagues to help you get better at your job? When’s the last time you offered helpful feedback to someone else? Imagine an entire company fluent in the daily practice of giving and receiving constructive feedback. Would your experience improve? What does a team lose when feedback doesn’t flow?

Feedback conversations can be difficult. But giving and receiving feedback pushes us to the edge of our growth potential, where the biggest payoffs occur. Use these slides to grow your career by learning how to get real.

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Paulette Luftig

February 28, 2017
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  1. Finding your edge in a culture of feedback Photo by

    Joshua Earle Finding your edge in a culture of feedback by Paulette Luftig slides at bit.ly/forwardjs-feedback-edge-slides
  2. Paulette Luftig paulette@mavenlink.com @pyluftig Software Engineer bit.ly/forwardjs-feedback-edge-slides bit.ly/give-edge-feedback

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  4. mavenlink.com/engineering

  5. 1. A culture of feedback - What is it? Why

    is it valuable? 2. Finding your edge in a culture of feedback: What does that mean? 3. Giving and Receiving Feedback Well
  6. Feedback Culture What is it? Why is it valuable?

  7. Organizational Culture A system of shared assumptions, values, and beliefs,

    which influences how people behave and dictates how they dress, act, and perform their jobs.
  8. Feedback Skillful communication that is intended to serve a developmental

    purpose for the individual, team or organization in question.
  9. Culture of Feedback A culture in which people witness, support,

    even provoke one another to grow their capabilities and adapt to challenges through practice.
  10. everyone matters

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  12. promotes growth

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  14. persist in the face of setbacks instead of giving up

    easily
  15. learn from criticism rather than ignoring useful negative feedback

  16. mirrors the XP / agile business environment Develop, Test, Feedback

    Develop, Test, Feedback Develop, Test, Feedback Project / Goal Setup
  17. What does all this really mean in practice? That depends…

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  19. courage / desire / growth mindset

  20. ~ Brene Brown The Power of Vulnerability “Imperfections are not

    inadequacies; 
 they are reminders that we are all in this together.”
  21. Finding your edge in a culture of feedback: What does

    that mean?
  22. Use self-analysis, contemplation, and inquiry within your Culture of Feedback

    to answer questions like…
  23. Where do you stop trying?

  24. Where do your thoughts turn self-defeating?

  25. What conversations are you not having?

  26. http://www.gratisography.com/

  27. avoidance envy jealousy separation fear sadness control longing irritation

  28. trigger avoidance envy jealousy separation fear sadness control longing irritation

  29. trigger avoidance envy jealousy separation fear sadness control longing irritation

  30. trigger acceptance surrender adm iration joy connection fearlessness drive passion

    patience avoidance envy jealousy separation fear sadness control longing irritation
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  34. So if working our edge has the potential to be

    as exhilarating as a fearless base jump, why aren't we all taking the leap and working our growth edge at our companies?
  35. Most organizational cultures don’t feel safe enough to explore our

    edges.
  36. “In a typical organization…individuals hide parts of themselves, avoid conflict,

    unwittingly sabotage change efforts, and subtly enforce a separation between the ‘me at work’ and the ‘real me’.” An Everyone Culture: Becoming a Deliberately Developmental Organization
  37. “In a typical organization…everyone is doing a second job that

    no one is getting paid to do - look good, stay safe, avoid vulnerability.” An Everyone Culture: Becoming a Deliberately Developmental Organization
  38. An Everyone Culture: Becoming a Deliberately Developmental Organization Deliberately Developmental

    Organization Strives to support employees to close the gap between who they are at work and who they really are. Views weakness as a potential asset; error as an opportunity.
  39. Feedback & G row th O pportunity Regular Organization DDO

    Employee Satisfaction Awareness, Transparency, Integrity, Trust, Trustworthiness
  40. Giving and Receiving Feedback Well

  41. Part 1: Structuring Feedback with A.S.K.

  42. ASK Specific Actionable Kind

  43. ACTIONABLE FEEDBACK is about something the recipient has the ability

    to change explains what the recipient is being asked to do differently
  44. SPECIFIC FEEDBACK focuses on impact - the action, not the

    person states what happened that was done well or not well avoids absolutes like ‘always’ and ‘never’
  45. KIND FEEDBACK discreet when appropriate positively intended timely empathetic unassuming

  46. …there is one caveat about kindness in relation to feedback…

  47. kindness is a terrible reason not to give important feedback

  48. Radical Candor - the Surprising Secret to being a Good

    Boss http://www.radicalcandor.com/ Candor and Kim Scott
  49. Radical Candor - the Surprising Secret to being a Good

    Boss http://www.radicalcandor.com/ Candor and Kim Scott
  50. Radical Candor - the Surprising Secret to being a Good

    Boss http://www.radicalcandor.com/ Candor and Kim Scott
  51. “If you can't offer radical candor, the second best thing

    you can do is be an asshole.”
  52. Radical Candor - the Surprising Secret to being a Good

    Boss http://www.radicalcandor.com/ Candor and Kim Scott
  53. Giving feedback that is Actionable Specific and Kind is a

    great start to giving awesome feedback, but it isn’t enough to ensure you won’t do this…
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  55. Part 2: Start with You

  56. Is now the right time?

  57. How emotionally grounded am I? How emotionally grounded is s/he?

  58. Am I aware of my personal values, privileges, and biases?

    The Career Advise You Probably Didn’t Get by Susan Colantuono
  59. Am I in a position of power and can I

    use it wisely?
  60. Am I willing to have a conversation?

  61. Brene Brown on Empathy Can I respond with empathy (not

    sympathy)?
  62. • check in after the fact • if you’ve offered

    support or made agreements, have integrity - be your word and show up!
  63. Giving feedback should never include… venting frustrations blaming / making

    others responsible for our emotional experience advice giving shaming a power trip to control or manipulate passive aggression
  64. Now that we understand how to give feedback, let’s consider

    how to do our best from the other side of the conversation.
  65. Part 3: Receiving Feedback Effectively

  66. ~ Brene Brown The Power of Vulnerability “Healthy striving is

    self-focused: ‘How can I improve?’ Perfectionism is other-focused: ‘What will they think?’
  67. • Relax the unhelpful perfectionist mindset

  68. • Relax the unhelpful perfectionist mindset • Choose a growth

    over a fixed mindset
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  70. • Relax the unhelpful perfectionist mindset • Choose a growth

    over a fixed mindset • See it as opportunity to grow with help from others
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  72. • Relax the unhelpful perfectionist mindset • Choose a growth

    over a fixed mindset • See it as opportunity to grow with help from others • Stop playing defense (passively or actively)
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  74. • Relax the unhelpful perfectionist mindset • Choose a growth

    over a fixed mindset • See it as opportunity to grow with help from others • Stop playing defense (passively or actively) • Be aware of your experience
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  76. • Relax the unhelpful perfectionist mindset • Choose a growth

    over a fixed mindset • See it as opportunity to grow with help from others • Stop playing defense (passively or actively) • Be aware of your experience • Have compassion for self and others
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  78. • Relax the unhelpful perfectionist mindset • Choose a growth

    over a fixed mindset • See it as opportunity to grow with help from others • Stop playing defense (passively or actively) • Be aware of your experience • Be empathetic towards self and others • Take what works and leave the rest - all in gratitude
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  80. Nonviolent Communication ~ Marshal Rosenburg Difficult Conversations - How to

    Discuss What Matters Most ~ Douglas Stone, Bruce Patten, Sheila Heen Integral Coaching Canada’s Coaching Manual Five Stars Coaching Manual T.E.D (The Empowerment Dynamic) Giving Effective Feedback (HBR 20-Minute Manager Series) An Everyone Culture: Becoming a Deliberately Developmental Organization ~ Robert Kegan, Lisa Laskow Lahey et al. Great Resources on Feedback
  81. Paulette Luftig Software Engineer paulette@mavenlink.com @pyluftig slides: bit.ly/forwardjs-feedback-edge-slides Mavenlink is

    hiring. If you’re interested in learning more about Mavenlink and its engineering department, check out the link below. mavenlink.com/engineering Give Paulette feedback and practice what you learned at bit.ly/give-edge-feedback Thank you!!!