Giving and Receiving Feedback.pptx

can be used in catering business

1. Giving and Receiving Feedback

2. Objectives Participants will have gained an understanding of: W hat feedback is, the benefits of using it, and the drawbacks of avoiding it The communication experience they create, and in how they receive feedback A few feedback frameworks How coaching can fit into feedback

3. What have you been learning? In pairs, discuss what stuck out for you from the online component of the course What was your greatest insight? Did anything surprise you? Have you tried anything as a result of the learning? What are you expecting to struggle with regarding giving and receiving feedback?

4. Review: What is effective feedback? Feedback is: Information about the past given in the present, with the goal of influencing behaviour or performance in the future Information that we are constantly giving or receiving, whether we intend to or not

5. Review: What is effective feedback Feedback is not: Coaching – Coaching is a relationship that uses feedback as a tool to help employees grow. Criticism – Criticism provides information on what behaviours or actions were wrong, but does not provide solutions on how to remedy issues for the future.

6. Self-Assessment then Small Group Giving Feedback Rate your skill in providing feedback (1-10) Rate your feedback effectiveness (1-10) What would you like to improve?

7. Follow-up Activity Your communication experience is the most significant factor in your feedback effectiveness. In pairs, discuss: What kind of communication experience do you think you create?

8. How to learn about your c ommunication e xperience Asking a critical friend Review feedback sessions or performance appraisals from the past Analyze arguments or debates that became personal

9. Making adjustments to your communication experience U se your insights to adjust your behaviours by: Making a plan with your lead Discussing with a colleague Utilizing a coach Incorporating into your Learning Plan Setting reminders or creating a process Communicate your insights and goals

10. Feedback Frameworks Situation-Impact-Pull (SIP) Marshal Goldsmith’s 6-Step Structure Please think about real or close-to-real scenarios so we can practice these

11. Situation-Impact-Pull (SIP) S – Situation (Here’s what I saw, just the facts) I – Impact (Here’s how I feel, this is how it impacted me, or how it seemed to impact others) P – Pull (for their perspective) Useful for real-time, quick feedback sessions. Remember, this is still feedback (dialogue, not monologue) so expect a short discussion.

12. Small Group Activity Break into groups of 3: 1 Feedback provider, 1 feedback recipient, 1 consultant (who can offer tips and suggestions) Take 1 minute to decide amongst yourselves an incident you want to give feedback on. 3 Rounds of 1-minute per round. Take turns verbalizing feedback using SIP. Consultant, after the feedback was given, state observations, thoughts and feedback.

13. 6-Step Structure (Goldsmith) Where are we going – What you expect from your team member, Describe vision, Dialogue Where are you going – Thoughts on where each team member should be going What is going well – Recognize their achievements, Ask what they’re doing well Where can we improve – Constructive suggestions for the future How can I help you – Focus on adding needed value, not interfering or imposing How can you help me – How can I become a more effective team member

14. Small Group Activity Break into groups of 3: 1 Feedback provider, 1 feedback recipient, 1 consultant (who can offer tips and suggestions) Take 1 minute to decide amongst yourselves an incident you want to give feedback on. 3 Rounds of 3 minutes

15. The Case to Add Coaching Leadership styles can be engaging or disengaging Directive Leadership tends to be disengaging and Participatory Leadership tends to be engaging Coaching can be added to any feedback session where the participant expresses insight into the feedback area Coaching can increase the engagement factor very quickly

16. Adding Coaching to Feedback

17. Adding Coaching to Feedback

18. Receiving Feedback Are you feedback friendly ? Think about yourself honestly, not about how you would like to be. How would you like to evolve in how you receive feedback?

19. If you are interested in receiving more feedback… Solicit feedback Be grateful Keep in mind, no boss is perfect Don’t get defensive Act on it

20. And if you don’t agree with the feedback… Do nothing Avoid “wrong-spotting” Dig deeper Explore the past and future Always assume givers will need help articulating what they mean Check your blind spots

21. Evaluation On a scale from 1(low) – 10 (high) rank: Your knowledge about this topic before you completed the pre-work and before you walked in the door today Your knowledge after the session The likelihood that you will change your behavior based on what you learned during this module Your overall impression of this learning experience On the back of your note, write one thing that would improve your #4 score