This week we are taking a look back at the topic of Feedback and part of a series I did back in 2016. This is part 3 of the Foundations of Feedback, zooming into HOW to give feedback. Consider how you are giving feedback right now as a team. Is there one of these ways which could support you?

Here’s what I wrote in Teams365 #867 - https://www.potentialsrealized.com/teams-365-blog/teams365-867-foundations-of-feedback-part4-how-to-provide-feedback

I am working on the following:

This week we’re continuing our journey throughout the Foundations of Feedback. Last week we looked at what is important about feedback, considering why we are going to o it as well as some resources around feedback. This week we are looking at different models of providing feedback, as well as making sure we follow up on feedback.​

There are many different models out there for providing feedback, from the sandwich method to stop, start, continue, to merging positive and constructive feedback.

In the sandwich method, you start with a positive and end with a positive, providing the constructive feedback in the middle. The nice thing about this module is that positive feedback can open the space for conversation, and leading from strengths, and then ending in the same place. It’s important that it does not feel like it becomes seen as a fake approach.  If you can’t focus on two strengths related areas, probably not the best method to use.

​The Stop, Start and Continue method of feedback is often used in the realm of project management. Whether we are looking at individual performance or team performance it can be useful to identify what we want to stop doing, start doing and continue. This method can be rolled into the red light, green light, amber light framework as well - to provide a quick visual of the Stop, Start and Continue.

​A team-based feedback method I like to use with the teams I work with starts by team members providing each other with feedback on the strengths they see in each other. For example, let's say a virtual team gets to get together for some training. Working in smaller groups I will have them first reflect on then share with each other their responses to "I see one of your strengths as _____. For example, when you______.". Or the positive feedback may be framed as "I appreciate _______. I'm thinking about the time when you ______".

​This activity has the tendency to bring people together very quickly across a team, and peer feedback can sometimes be more powerful than leader to peer feedback.

​Part 2 of this activity has people then think about and share with their partners "I'd like to see more of .....". This often points to the growth areas, or development areas, in their peers. By hearing the stretch feedback from several peers it also provides different options, perspectives and possibilities for people to step into.

Questions to consider:
​What methods of providing feedback do we currently use?
What model of feedback will I use in upcoming conversations?
What is valuable about that approach?
​What can we do to set the stage for the most successful feedback conversation (refer as well to last week's Teams365 #862: Preparing for Feedback) www.potentialsrealized.com/teams-365-blog/teams365-1627-friday-june-15-flashbackfriday-preparing-for-feedback

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Tweet: Three Different Methods for Providing #Feedback in today's #Teams365 blog post - Teams365 #867. ctt.ec/Fcre5
 
Enjoy the conversation!
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326

This week’s Flashback Friday gets you thinking about feedback conversations. What is important to focus on?

Here’s what I wrote in Teams365, https://www.potentialsrealized.com/teams-365-blog/teams365-1252-preparing-for-the-feedback-conversation

The performance conversation should not be a one-off conversation. In fact, it should be an on-going dialogue (two-way) between staff and their leader. 
 
​Taking time to prepare for the feedback conversation is an essential step in the process, and it is often one that is overlooked. It's important to take some time to think about the performance conversation, rather than just winging it.
 
​Some things to do when you are starting to prepare for any feedback conversation is:
 
​Make sure that you have solid items to talk about. What are the facts? What is hearsay? What have you seen yourself? If you realize that you don't have a lot to share, this is a flag to make some changes so that next time you do.
 
​What are the key goals which are important to discuss? Another challenge in the feedback conversation is that the team leader may be focusing on different things than the employee. What are the key goals which are important to discuss. Are these aligned?
 
How have you set the employee up for success in scheduling this meeting? Performance conversations should be a two-way process. What have you done to set the employee up for success. Have you asked them to consider any questions prior to meeting? Have you invited them to do a self-assessment? When was the last time the two of you sat down to explore performance issues. Nothing raised in an annual review should be a surprise.
 
​Dedicate time and space for the performance conversation and preparation. Even though many of us feel we need to run from task to task, feedback and performance conversations should not be left as a low item priority. Make sure you are dedicating time and space for not only holding the performance conversation, but also preparing for it.

What other tips do you have for preparing for the performance conversation?

Enjoy the conversation!
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326