This week we are turning our attention to feedback, an area that I continue to hear is stretch point, and uncomfortable place, for both new and experienced team leaders.
On Monday we looked at some interesting facts about feedback in Teams365 #860, and yesterday at why you are giving feedback.
Today's post gets you thinking about what you need to do in order to prepare for feedback and this involves not only what you as a leader can do, but also how you can support your staff in preparing for feedback. As I wrote yesterday feedback should be a two-way street.
Several things you will want to do or put attention around before you sit down to have a feedback conversation are:
1. Know what the person's role, project and main goals have been so that you can provide feedback that is relevant, timely and strategic. Providing feedback in areas that are not linked to a person's role and/or activities is not that useful.
2. Get people thinking about what their own performance has been like - What strengths have they leveraged? What opportunities do they see for growth/development/stretch? "Priming" people for the conversation makes this a two way conversation, where you can supplement self-reflection with personal observations.
3. Ask team members what areas they are going to value feedback in.
4. Have specific examples in the areas you are providing feedback in, making sure that these are things you have observed and/or are validated. When providing feedback we want to make sure it is specific, and grounded in observable behaviors, not stories.
5. Making sure that time has been allocated not only for the conversation but for preparing for it. This is not an activity you want to rush, so be sure to allocate sufficient time and space to have the conversation. Making sure you won't get interrupted within the conversation is also an important consideration. This is not one meeting you want to have to shift or change.
Activity:
Consider what steps you want to take to prepare for upcoming feedback conversations. What is important for each team member as well?
Have a great Wednesday
Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Author of From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2016)
Looking to spark more conversation with your team? Consider the Conversation Sparker(TM) Cards
Set up a conversation about how we can support you and your team best
(416)996-8326
On Monday we looked at some interesting facts about feedback in Teams365 #860, and yesterday at why you are giving feedback.
Today's post gets you thinking about what you need to do in order to prepare for feedback and this involves not only what you as a leader can do, but also how you can support your staff in preparing for feedback. As I wrote yesterday feedback should be a two-way street.
Several things you will want to do or put attention around before you sit down to have a feedback conversation are:
1. Know what the person's role, project and main goals have been so that you can provide feedback that is relevant, timely and strategic. Providing feedback in areas that are not linked to a person's role and/or activities is not that useful.
2. Get people thinking about what their own performance has been like - What strengths have they leveraged? What opportunities do they see for growth/development/stretch? "Priming" people for the conversation makes this a two way conversation, where you can supplement self-reflection with personal observations.
3. Ask team members what areas they are going to value feedback in.
4. Have specific examples in the areas you are providing feedback in, making sure that these are things you have observed and/or are validated. When providing feedback we want to make sure it is specific, and grounded in observable behaviors, not stories.
5. Making sure that time has been allocated not only for the conversation but for preparing for it. This is not an activity you want to rush, so be sure to allocate sufficient time and space to have the conversation. Making sure you won't get interrupted within the conversation is also an important consideration. This is not one meeting you want to have to shift or change.
Activity:
Consider what steps you want to take to prepare for upcoming feedback conversations. What is important for each team member as well?
Have a great Wednesday
Jennifer
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Author of From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2016)
Looking to spark more conversation with your team? Consider the Conversation Sparker(TM) Cards
Set up a conversation about how we can support you and your team best
(416)996-8326
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