1. Giving and Accepting Feedback

2. Session 4
Objectives
Identify behaviors of people who are accountable for giving and accepting feedback.
Explain the ISECA Feedback Model and apply the steps of the model when giving feedback to others.
Understand how filters of the receiver affect feedback.
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3. Feedback What is it? Why is it important?
A technique used to share information on your perceptions of behavior
The goal is to increase personal awareness, growth and continuous improvement
Why is it important?
It helps to increase our awareness of our behavior and performance, reducing Blind Spots!
Also helps us to make better decisions regarding our behavior based on feedback
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4. Giving Feedback
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5. 1/6 How can we create a team that asks for feedback
1/6 How can we create a team that asks for feedback? Or how do we create opportunities for feedback between team members?
This is how to create team feedback that is the “norm”. How can you build this into your daily interactions?

6. When to Give Feedback At the moment it is needed
Timely feedback is critical
Should be given within 48 hrs max
When developmental or educational opportunities arise
When it is necessary for another person to modify behavior to improve performance
1/7 READ FROM THE SLIDE
Dialogue with participants:
How many of you have had your performance appraisal for 2012?
How would you rate the quality of the feedback you received?
How many of you have conducted reviews for your direct reports?
How would they rate the quality of the feedback you provided?

7. Formal Feedback: ISECA Feedback Model
(state feedback from your own point of view, and indicate positive intent.) S
pecify (behavior)… then listen E
xplain (impact)… then listen C
10/18 ISECA is a tool that can be used to provide good feedback and support the person giving feedback. Good feedback should include all of the elements within the ISECA process.
READ FROM THE CHART
larify (expectations)… then listen A
gree (on actions)… involve the individual

8. Accountable People Seek Feedback
Culture of Accountability
Accountable People
Seek Feedback
Listen for understanding
Create behavior changes
1/45 Feedback is an important tool because it creates accountable people. Accountable people do not wait for people to come and give them feedback—they go and ask for it.—in fact most will not get the feedback they need if they don’t go ask for it.

9. Accountable People Seek Feedback
Behaviors of accountable people
Recognize the gray areas in life
Openly admit failure
Openly take responsibility
Look for the positive lessons that negative situations provide
1/46 Feedback is an important tool because it creates accountable people.
Accountable people do not wait for people to come and give them feedback—they go and ask for it.
In fact, most will not get the feedback they need if they don’t go ask for it.
READ FROM SLIDE
How do you know someone is listening to feedback?

10. Asking for Feedback… Do You Have Any Feedback For Me?
What Feedback Do You Have For Me?
How can I support you with…
What can I do to better support you?
1/47 Today we are get deeper into See It
If you look at the behaviors in See It—it is all about feedback.
What is the difference between these 2 statements? That is right—one is closed and one is open—which actually shows you do want the feedback.

11. Accepting Feedback
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12. Active listening Repeat back what person said to you
Ask clarifying questions
Thank them!
Do Not…
Interrupt
Be a “Sentence Finisher!”
Dominate conversation
Abruptly change subject
Ignore communication
10/63 Practice active listening with more ISECA

13. Filters go both ways! Take a look at how we filter feedback.
Based on our senses alone, we are bombarded with feedback all day long.
So how do we expect someone to filter out the less meaningful things and focus on what needs to be improved?
The first step, and it is probably the most powerful step, is in the way we deliver the feedback.
Use the “Platinum Rule” – Do unto others as they would like to have done unto them.

14. Anticipate Challenges
May take things personal
May become emotional
May become argumentative
May be in total disagreement
May walk out in the middle of the feedback session
Making excuses
Empty promises
Non-response: “what ever you say”
Chronic negativity
5/43 What can you do?

15. Thank you for the Feedback!
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