1. Mastering the Art of Feedback JULY 13, 2015

2. Tips How-Tos Steps to take Do’s and Don’ts

5. Reflexive Action React Respond

6. For Discussion : Talk about your lizard brain when it comes to giving and receiving feedback. What is the learning for you here? What can you do to shift toward a more effective approach?

7. Level 1

8. also Level 1

9. Level 2

10. Level 3

11. For Discussion : Is listening at Level 3 an important part of your job? If so, why? What affects the Level 3 within your department? How might this learning change how you approach your co-workers?

13. Event I/We are Virtuous They are Flawed Note my good behavior Note their bad behavior Gather Evidence Notice similar events Judgement Seek-out Support “They” are different Polarization

14. Event I/We are Virtuous They are flawed Note my good behavior Note their bad behavior Gather Evidence Notice similar events Judgement Seek-out Support “They” are different

15. For Discussion : Where do you get polarized? What is the ideal point for offering feedback? What steps might you take based on this learning?

17. Share with your partner: How did this exercise make you feel? What did you sense in the Level 3? What did your partner sense? Were they different? Similar? What might this have to do with feedback?

19. Give your partner feedback: What did your partner do well? What would you have liked more of? What does this tell you about communicating effectively?

20. Finally…. How to Give Feedback

21. For Discussion : What does this tell you about good feedback? What worked and what didn’t? How can you use this learning?

22. EEC Model for Feedback Event: When you ____________________ (this is about their behavior or performance). Effect: I felt ________________ (happy/frustrated/encouraged/disappointed, etc.). You may also want to name the impact you believe the behavior has had on the whole team. Change: My request is __________________ (this is specific action you would like them to take to address the issue—in the case of positive feedback it may be asking for MORE of the behavior. RECEIVING / ASKING for Feedback