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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
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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:
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Overview and Expectations
3/10/2014 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”
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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.
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Your Interpretation What does “Effective” Feedback mean to you?
3/10/2014 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?
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When Feedback is Needed
3/10/2014 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.
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Effective Feedback What I think is happening? How I feel about it?
3/10/2014 Effective Feedback What I think is happening? How I feel about it? What is the impact? Is this relevant – applicable?
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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.
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Receiving Feedback Listen attentively Ask for details
3/10/2014 Receiving Feedback Listen attentively Ask for details Find something to agree with Try not to take it personally
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Key Take Aways / Action Items
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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.
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3/10/2014 Questions Place holder
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Please complete your electronic survey
3/10/2014 Thank you for your participation! Place holder Please complete your electronic survey
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