1. Delivering Feedback Effectively
Kick off session
As Participants Arrive:
Welcome participants & Introduce yourself
Encourage the group to participate by sharing stories and experiences, asking questions and sharing how they would apply some of these ideas in the workplace.
TRANSITION TO: AGENDA/OBJECTIVES

2. Your Facilitator Shelly Vils Havel Performance Management Coordinator
3/10/2014
Your Facilitator
Shelly Vils Havel
Performance Management Coordinator
Talent, Recruitment and Engagement Team
Office of Talent Management, Office of Human Resources
21 N Park Street #5101
Phone:

3. Overview and Expectations
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Overview and Expectations
Your interaction and participation are critical
Allow yourself to be a learner
Expect unfinished business
Keep notes throughout the session as you uncover new ideas and information
“Ground Rules”

4. 3/10/2014
Objectives
By the end of this workshop each participant will be able to:
Describe characteristics of effective feedback
Apply a framework for providing formal or informal feedback
Identify new techniques in application
As human beings, we often hunger for feedback. However, many people will tell you that when they do get feedback, it’s often because of something they have done wrong. This one day course is designed to help workplace leaders learn how to provide feedback any time that the message is due. Whether feedback is formal or informal, and whether it is provided to employees, peers, or someone else, there are ways that it can be structured to be effective and lasting.
This course will help participants learn why the way we deliver is feedback is important, how to deliver a message so that people accept it and make changes that may be needed, and how to accept feedback that we are offered.

5. Your Interpretation What does “Effective” Feedback mean to you?
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Your Interpretation
What does “Effective” Feedback mean to you?
That which is heard and acted upon
Constructive feedback
Focused on providing feedback in a helpful manner
Think of a time when people don’t want feedback
Harshly judgmental
Modest – not accustomed to receiving praise
Previous experiences
When it comes to providing feedback, there are a few things to tell ourselves. First of all, feedback is a commentary on how you think someone is doing, and as such that feedback can include positive or negative observations, or both. Feedback that is heard and acted upon is what we would consider effective feedback. This sort of feedback is provided in a constructive manner.
Providing constructive feedback means that you are focused on providing feedback in a helpful manner, to help the other individual to learn and grow, not to insult, belittle, or punish them. (Sometimes actions do require some kind of negative consequence, too, but that is separate from this process.) Our objective in this course is to help you provide constructive feedback.
Our experience has shown us that some people do not like getting feedback at all. They may have had bad experiences with performance reviews or harshly judgmental parents or coaches growing up. Or, perhaps they are modest and not accustomed to receiving praise or speaking about themselves in front of others. Keep these potential anxieties in mind as you prepare to deliver feedback.
As well, feedback is supposed to be delivered honestly, but some of us are not very good about being honest. On the one hand, many workplace supervisors are concerned with being perceived as “fair and friendly.” Instead of being honest, they avoid delivering the truth in case the employee dislikes them for it.
On the other hand, we can be so honest with people that we are hurtful instead of being constructive. Another question to ask yourself is: can our desire to be honest release too much information and be hurtful instead of constructive?

6. When Feedback is Needed
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When Feedback is Needed
Want vs. Need
Gauge what is appropriate
What you can offer constructively
Effectively / With a positive effect or change
Timely
Applicable
Plan or call to change
Suggestions
Some people want – and need – feedback more frequently than others. It’s up to you to gauge what is appropriate and what you can offer constructively and effectively. Most people get far less feedback than they want. If you change your habits to deliver more feedback more frequently, that’s great! We see feedback as a positive event, and we will teach you how to make it that way.
When it comes to formal performance review time (which is typically annually or semi-annually), people expect to get feedback from you. However, it is our position that there should never be any surprises in the formal review. Your people should already know how they are doing and what they need to be working on because of the informal feedback that you provide. In addition, they should never be told that they’ve been doing something incorrectly for six months and you have decided to withhold the information from them until the formal review is completed. Doing so creates bad feelings and can erode trust with your team.

7. Effective Feedback What I think is happening? How I feel about it?
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Effective Feedback
What I think is happening?
How I feel about it?
What is the impact?
Is this relevant – applicable?

8. 5 Steps for Effective Feedback
Point to a common goal - convey your positive intent.
Describe specifically what you have observed.
State the impact of the behavior or action.
Ask the other person to respond.
Focus the discussion on solutions.

9. Receiving Feedback Listen attentively Ask for details
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Receiving Feedback
Listen attentively
Ask for details
Find something to agree with
Try not to take it personally

10. Key Take Aways / Action Items

11. 3/10/2014
Objectives - Recap
By the end of this workshop each participant will be able to:
Describe characteristics of effective feedback
Apply a framework for providing formal or informal feedback
Identify new techniques in application
As human beings, we often hunger for feedback. However, many people will tell you that when they do get feedback, it’s often because of something they have done wrong. This one day course is designed to help workplace leaders learn how to provide feedback any time that the message is due. Whether feedback is formal or informal, and whether it is provided to employees, peers, or someone else, there are ways that it can be structured to be effective and lasting.
This course will help participants learn why the way we deliver is feedback is important, how to deliver a message so that people accept it and make changes that may be needed, and how to accept feedback that we are offered.

12. 3/10/2014
Questions
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13. Please complete your electronic survey
3/10/2014
Thank you for your participation!
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Please complete your electronic survey