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Feedback++ (Video)

3a6060bc7ace07fa75791cd5dac2d46a?s=47 Stuart Kent
February 18, 2016

Feedback++ (Video)

A discussion of different types of feedback (appreciation, coaching, and evaluation), and how to get better at giving and guiding each kind.

Video: https://www.youtube.com/watch?v=SyR9wnJtwVc
Venue: Detroit Labs

3a6060bc7ace07fa75791cd5dac2d46a?s=128

Stuart Kent

February 18, 2016
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Transcript

  1. Feedback++

  2. Am I legit?

  3. Am I legit? My old approach

  4. Am I legit? My old approach + Amazing book

  5. Am I legit? My old approach + Amazing book =

    My new approach
  6. Topics • aren't we self-starters? what roles should feedback play?

  7. Topics • aren't we self-starters? what roles should feedback play?

    • what limits the effectiveness of feedback?
  8. Topics • aren't we self-starters? what roles should feedback play?

    • what limits the effectiveness of feedback? • getting better at giving and guiding feedback.
  9. What roles should feedback play?

  10. • Is my work any good? • Is hard work

    noticed? • Am I appreciated? • Am I liked? Validation Appreciation
  11. • How can I improve? • What are my blind

    spots? • What should I aim for? Guidance Coaching
  12. • Where do I stand (absolutely)? • Where do I

    stand (relatively)? • How am I perceived? Context Evaluation
  13. Self-directed growth

  14. Self-directed growth Goals & Plans Strengths Weaknesses

  15. Self-directed growth Goals & Plans Strengths Weaknesses Decisions Actions

  16. Self-directed growth Goals & Plans Strengths Weaknesses Your observations Decisions

    Actions
  17. Self-directed growth Goals & Plans Strengths Weaknesses Your observations Others'

    observations Decisions Actions
  18. Self-directed growth Goals & Plans Strengths Weaknesses Your observations Others'

    observations Decisions Actions
  19. Self-directed growth Goals & Plans Strengths Weaknesses Your observations Others'

    observations Decisions Actions
  20. Self-directed growth Goals & Plans Strengths Weaknesses Your observations Others'

    observations Broader impact Decisions Actions
  21. Self-directed growth Goals & Plans Strengths Weaknesses Your observations Others'

    observations Broader impact Decisions Actions
  22. ACE feedback Appreciation Coaching Evaluation

  23. What limits feedback efficacy?

  24. Shortfalls

  25. Example Bill gets Appreciation.

  26. Example Bill gets Appreciation. Bill doesn't get Coaching or Evaluation.

  27. Example Bill gets Appreciation. Bill doesn't get Coaching or Evaluation.

    Bill feels lost and stagnant even though he knows he is valued.
  28. Example Bill gets Appreciation. Bill doesn't get Coaching or Evaluation.

    Bill feels lost and stagnant even though he knows he is valued. Don't be like Bill.
  29. Labels

  30. "Be more confident"

  31. "Be more confident"

  32. "Be more confident" "Be open about what you don't know"

  33. "Be more confident" "Bullshit more" "Be open about what you

    don't know"
  34. – Stephen R. Covey, author of "The 7 Habits of

    Highly Effective People" “Most people do not listen with the intent to understand; they listen with the intent to reply.” Wrong-spotting
  35. – Stuart T. Kent, author of this talk Wrong-spotting “Most

    people do not listen to feedback with the intent to understand; they listen with the intent to justify.”
  36. Example

  37. Example

  38. Leveling Up

  39. Leveling Up (As Giver)

  40. Appreciate often (even for the everyday)

  41. Suggestion

  42. Suggestion

  43. Suggestion

  44. Suggestion

  45. Suggestion

  46. Coach details as you go

  47. Suggestion

  48. Suggestion

  49. Leveling Up (As Recipient)

  50. Growth-based identity

  51. Suggestions • Target becoming an expert learner, not an expert

    do-er. • Seek a broader understanding of context ("why?"). • Ask questions about process as well as content ("how did you know to do that?").
  52. Ask for what you need

  53. Suggestions (Appreciation) • Make sure you are expressing your own

    appreciation (daily, at project retros, etc.). • Bubble up accomplishments, including your own, via your Small Council representative.
  54. Suggestions (Coaching) • Ask questions constantly. "Always be chipping."

  55. Suggestions (Evaluation) • (Re)read the manual section on Labs career

    progression. • Use 1-1s to ask for evaluation and high-level coaching. (“How would you summarize my accomplishments and progress in the past 6 months?”)
  56. Leveling Up (Together)

  57. Break labels down ("be specific")

  58. "Be more confident" "Bullshit more" "Be open about what you

    don't know"
  59. Clarify data, impact, and advice Data Label Advice Interpretation

  60. Suggestions (giver) Proactively and factually describe: 1. the data (what

    actually occurred); 2. your interpretation (the impacts you observed); 3. specific, actionable suggestions.
  61. Suggestions (giver)

  62. Suggestions (recipient) 1. Seek an understanding of how and why

    the giver's data and interpretation differ from your own. 2. Avoid 'justifying' critical feedback right away. 3. Don't let advice be muddied by labels. 4. Appreciate!
  63. Fin.

  64. Feedback? http://sayat.me/stuart