GIVING & RECEIVING FEEDBACK

GIVING FEEDBACK

• I don't know how to do it
• I don't want to hurt people
• It may not be my place
• I don't have time
• What if they don't agree
• ???

RECEIVING FEEDBACK

• It's embarassing
• I am supposed to be an expert already
• What if I disagree?
• It's like going to the principal's office
• ???

FEAR

CHANGE THE FRAME OF REFERENCE

CARING

GOOGLE: KIM SCOTT'S FRAMEWORK TO BE A BETTER BOSS

HOW?

GIVING FEEDBACK

• Be generous / come from caring for him/her to be excellent
• Appreciate what worked well
• Be specific about what didn't work well, from your view
• What are your thoughts?
• Dialog for understanding and alignment
• Brainstorm ways to improve for next time
• Agree on clear expectations for future actions
• Set up follow-up, as needed.

RECEIVING

• Be open / coachable
• Think about what information means / ask questions
• Brainstorm what could make situation better next time
• Describe steps to be taken.
• Respond positively when receiving input
• Check-in regularly with your progress.

PRACTICE

• Deliverer of feedback
• Receiver of feedback
• Observer & Coach
• There will be 3 situations / rounds
• 5 min each round / 2 min feedback & coaching

SCENARIOS

• Peer to peer - Council presentation - didn't entirely go well
• PM to team member - not completing tasks on time
• Employee to PM - please assign projects w/ more details of what you want and timeframes

WHAT DID YOU LEARN?

HOW WILL WE IMPLEMENT?

• Agenda item at project meeting?
• Coffee?
• Carpooling?
• Regularly scheduled times - mentoring?

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PARTNER FEEDBACK