1. Spring Development Day 14th January 2017
#RiStraining
Spring Development Day 14th January 2017
Name
Role

2. Links to Teachers’ Standards
Learning objectives
Links to Teachers’ Standards
#RiStraining

3. How will this session benefit you?
#RiStraining

4. Giving and receiving feedback
Why have you come to this session? Tell the person next to you.
Logo size and position should be standard
Font size and position should be standard
Font size: Title 32, Presenter name 24
Font: Title: Calibri Heading, Rest: Calibri Body

5. Title
After this session you will all… 1) identify tactics for giving feedback, including 'negative' feedback 2) reflect on some myths about feedback and define some key principles And you will walk out with… 1) Interesting article on making feedback specific; an exploration of the myth of the 'shit sandwich‘; a way of thinking about feedback that goes beyond clichés.
Put the full title here. This is a chance to explain what the session will be about.
Include two outcomes and one takeaway. Keep the language short and sweet.

6. We’ll explore some key principles and top tips
And we’ll also learn from each other.
Logo size and position should be standard
Font size and position should be standard
Font size: Title 32
Font: Calibri Heading

7. Let’s call it something else:
What kind of feedback do you use, give and receive?
Let’s call it something else:
Criticism
Discussion
Changing someone’s opinion
Honest truths
“Performance management”
Logo size and position should be standard
Font size and position should be standard
Font size: Title 32
Font: Calibri Heading

8. Desirable culture of feedback Things we do to give feedback
Attitudes we have
Logo size and position should be standard
Font size and position should be standard
Font size: Title 32
Font: Calibri Heading
What examples of feedback have you experienced that has had a positive effect?

9. The McKinsey Feedback Model is the approach the Firm recommends for delivering feedback… The intent of the model is to make the feedback:
Why we include how it made us feel: Explaining how the recipient’s action made you feel [Y] is also unarguable – your feelings and reactions are your own and no one can deny them. The intent of the first two steps is to set the stage for giving the recommendation without getting derailed by debating the context.
Specific
Fact-based
Less personal
Irrefutable
Actionable
Why suggestions have to be specific and actionable: The point of providing feedback is so that we can improve. If someone receives feedback that is too vague or beyond their control, it does nothing to help them do better the next time. Feedback should be provided in such a way that if the feedback recipient does what you recommend, it will solve the problem and prevent [X] and [Y] from occurring again.
Recommended format for structured feedback: 
“When you did [X], it made me feel [Y]. In the future, I would recommend that you do [Z]”
Why we reference specific, observable actions: The more specific the example, the more vivid and memorable the feedback. Being fact-based keeps the feedback from feeling too personal to the recipient. The first part is incontrovertible, as long as you remembered and communicated it correctly.
Example:  “When you checked in on my progress every 10 minutes, it made me feel like you didn’t trust me to complete the project and I couldn’t maintain my focus on the task. In the future, I would suggest we agree upon specific milestones and check-in points to ensure the project will be completed on time.”

10. Strengths and weaknesses of The McKinsey Feedback Model?
What else does it need?
Logo size and position should be standard
Font size and position should be standard
Font size: Title 32
Font: Calibri Heading

11. What’s useful about these three phrases?
'What I like about that is What would make make me like it even more is ...’
'Yes, and ...‘
'What would need to be true to make that work?'
force you to find "something useful that you might have missed had you led with your criticisms.“
Positive framing. Makes you work with the idea.
Logical analysis. Onus on your partner to find a solution and take a reality check. Discussion of competing ideas

12. Myths about feedback
Read the article and identify 5 things you have learnt or found interesting
Logo size and position should be standard
Font size and position should be standard
Font size: Title 32
Font: Calibri Heading

13. Positively validate the person
Setting up feedback
Specific feedback
Positively validate the person
Make people feel welcome

14. Scenario 1 SCENARIOS TBD Scenario 2
Use this slide to make cards or scenarios. This can be projected, or also printed and cut up simply for people to work with.

15. Why is it important to mention the positives?
Logo size and position should be standard
Font size and position should be standard
Font size: Title 32
Font: Calibri Heading

16. Myths about feedback
Read the article and identify 5 things you have learnt or found interesting
Logo size and position should be standard
Font size and position should be standard
Font size: Title 32
Font: Calibri Heading

17. Practising giving feedback
Logo size and position should be standard
Font size and position should be standard
Font size: Title 32
Font: Calibri Heading

18. Positively validate the person
Setting up feedback
Specific feedback
Positively validate the person
Make people feel welcome

19. Scenario 1 SCENARIOS TBD Scenario 2
Use this slide to make cards or scenarios. This can be projected, or also printed and cut up simply for people to work with.