Downloaded 29 times
More Related Content
Similar to The full presentation - Giving and receiving feedback
The full presentation - Giving and receiving feedback
- 1. Giving & Receiving feedback CRYSTALONYEARI MBANEFO EMOTIONAL SKILLS EXPLORER
- 2.
- 3. The biggest misconceptionof feedback To improve a situation by changing another person’s behaviour
- 4. Please can yourdaughter reduce the noise so I can study? Thanks! Student’s view Parent’s view Better to study in the quiet of your home! Child’s view I’m having fun!
- 5. “Feedback is theperception of the giver.” “It is neither fact nor truth.” Redefining feedback
- 6. Redefining feedback -Part 2 “Feedback is the understanding of the receiver’s perception…” “And the communication of our own perception.”
- 8.
- 9. 3 working categories Topto Bottom Bottom to Top Team mate to team mate
- 10. Top to bottomfeedback - Receiving End • Fear of shame/blame • Fear of feeling like • a failure • a disappointment To Belong To be Respected To be Appreciated To be Accepted To be heard
- 11. Issues – Givingend • Fear of hurting feelings • Nervousness • Demotivation • Worse relationship • Worse managing job
- 12. Tips – Topto bottom feedback 1. Common goal 3. Coaching Stance 4. Your perception 2. Employee-Empowerment ANNUAL PROGRES S REPORT To Belong To be Respected To be Appreciated To be Accepted To be heard 5. Your mindset
- 13. Bottom to TopFeedback
- 14. Issues – Givingend The fear of upsetting the manager The fear of un-belonging
- 15. Issues – Receivingend Manager misses out on key information. Cannot improve team structures, dynamics, performance.
- 16. Tips – Bottomto Top feedback 1. Manager-Empowerment 3. Emotional Maturity 4. Show Vulnerability 5. Blind spots 6. Ego 2. Fear-free Zone
- 17.
- 18. Team mate toteam mate feedback
- 19.
- 20.
- 21. GOAL: All 5 features testedand working before 3pm today. GOAL: Get “Submit” to send all info to database
- 22. Tips – Teammate to Team mate Talk about != goals in advance Discuss deadlines Discuss expected functionalities Discuss expected error cases Could be more productive
- 23.
- 24. The Grrr! moment Goshit feels good! Chance of harder communication Chance of regret Mental and psychological space!
- 25.
- 26. NVC model (MarshallRosenberg)
- 27. NVC model (MarshallRosenberg)
- 28. NVC model (MarshallRosenberg)
- 29. NVC model (MarshallRosenberg)
- 31. Using NVC modelin the scenario Hey! sorry for lashing out earlier (Grrr!). I just noticed the phone number functionality was accepting text (Observation not Judgment) and I felt annoyed by that. (My Feelings) I guess my perception was that it would already be coded. (My Needs) Any chance we could work on a way of communicating what is to be coded and tested? (Invitation)
- 32. The Grrr! &NVC Combination More thought-out communication Chance of better team work Frees up mental space Can increase future collaborations
- 33.
- 34. The Invitation Deadlock FINDWAYS TO MEET YOUR OWN NEEDS FIND WAYS TO ADAPT YOUR NEEDS “Not every reward has to come from the outside”
- 35. Main tips –Receiving Feedback
- 36. “Feedback is the perceptionof the giver. It is neither fact nor truth.” “The Receiver can choose whether to act on it, or not.
- 37. Take a peek… Isit useful for my growth? Is a trigger at play?
- 38.
- 41. Summary • Re-defining Feedback •Giving Feedback in different scenarios • Receiving Feedback
- 42. Is it worthall the effort?
- 44.
- 46. BONUS: Creating afeedback climate
- 47. Creating a feedbackclimate • To be done in a private space • Non-judgmental attitude • Use precise examples • Ask for their perception of the situation first • Give your perception next • Seek collaboration and understanding
- 48. Summary Re-defining Feedback Giving Feedbackdifferent scenarios Receiving Feedback Creating a Feedback Climate