22. So, what could it
possibly change?
you should have more
optimism for changes we do
in our teams’ process
23. So, what could it
possibly change?
you should have more
optimism for changes we do
in our teams’ process
I need more approbation
from you, as this
motivates me even more
to work
24. So, what could it
possibly change?
you should have more you get nervous very fast and
optimism for changes we do then it’s hard for me to tell you
in our teams’ process anything
I need more approbation
from you, as this
motivates me even more
to work
25. So, what could it
possibly change?
you should have more you get nervous very fast and
optimism for changes we do then it’s hard for me to tell you
in our teams’ process anything
Last month there where 3 situations
I need more approbation when you had problem with a certain
from you, as this task but the rest of the team didn’t
motivates me even more know about it. In consequence we
to work failed with sprint delivery. Consider
sharing problems earlier.
31. 1.
Inform what you’re
going to do
a month before
32. 1.
Inform what you’re
going to do
a month before
the best is face-to-face (preceded by e-mail)
purpose
perception by others
self development
33. 1.
Inform what you’re
going to do
a month before
the best is face-to-face (preceded by e-mail)
purpose
perception by others
self development
show the spreadsheet
35. 2.
Encourage to make
notes on daily basis
feedback works best with real-life examples
it’s not enough to say it once
it’s HARD
36. General vs. precise
You are always late for meetings
and standups.
During last month you were late on 5 out
of 11 meetings we had. The team waits for
you to avoid double talking and is wasting
time.
37. 3. Write your feedback
spreadsheet may look like this
Do more of it - I Continue doing,
Do less of it. Too Stop doing it,
like it! The more cause you’re an Start doing it Who (optional)
much is too bad please
the better expert in it!
Keep on reminding everybody I think you often impeach other Stop playing those loud youtube Your professional attitude. You Start to talk more about your Robert
what we’ve agreed on for our people opinion. It’s OK time to clips with speakers. It ruins my separate problems from people, yourself - your interests and
development process time, but not all the time. Take it flow completely. which is a nice skill. hobbies. Life is not just work.
easy, it’s just an opinion.
(...) (...) (...) (...) (...) (...)
39. 3. Write your feedback
I use Google Docs forms
make it descriptive !
each one gives feedback to everyone in a team
40. 3. Write your feedback
I use Google Docs forms
make it descriptive !
each one gives feedback to everyone in a team
make sure that anonymous is anonymous. It’s
crucial, but...
...allow people to leave their names if they want
to
42. 4.
Debriefing and making
sense
share a gathered feedback
read the feedback by yourself
schedule a meeting - talk about impression
43. 4.
Debriefing and making
sense
share a gathered feedback
read the feedback by yourself
schedule a meeting - talk about impression
during a meeting ask 3 important questions:
what was the biggest surprise for you?
what did you expected?
what are you content with?
46. 5. Q&A
I gave 10 mins to each person, so one could
say:
47. 5. Q&A
I gave 10 mins to each person, so one could
say:
what surprised him/her
what he/she is going to change
what he/she is not going to change and why
48. 5. Q&A
I gave 10 mins to each person, so one could
say:
what surprised him/her
what he/she is going to change
what he/she is not going to change and why
make it a live, public conversation to avoid
misunderstandings
52. 6. Follow ups!
coaching becomes crucial
15 mins each two weeks
53. 6. Follow ups!
coaching becomes crucial
15 mins each two weeks
no follow ups = let go next feedback
54. 6. Follow ups!
coaching becomes crucial
15 mins each two weeks
no follow ups = let go next feedback
give some time - it takes a month to change
a habit
55. 6. Follow ups!
coaching becomes crucial
15 mins each two weeks
no follow ups = let go next feedback
give some time - it takes a month to change
a habit
coaching shouldn’t be done by supervisor!
56. Inform
Make notes
Write
Debriefing
Q&A
Follow up
assuming that I’ll not bore you to sleep\n\nstart with theory, later practice\n
moment when you become aware of an impact you caused by your behavior\n
remember when you scored a goal...\n
parents - teacher interview\n
or the moment when you become aware of opened toiled lid..\n\nyou may observe a pattern here - the honesty of feedback depends on relations that you have - the closer relation, the more honest feedback. \n\nwe are often afraid of giving feedback because we think this may ruin the existing relation.\n\nparadoxically to build a good relation we need feedback.\n\nbut instead in the workplace we get THIS\n\n\n
In work environment we get our feedback from...Jenkins.\n\nuseful, skills, behavior and attitude \n\nEarn a living as a programmer but you’re a human, so you should also have feedback on how you, as a human, are perceived at work. \n
before the example...\n\nAmong many attributes of feedback there are three, that deserve special attention.\n
\n
\n
change temperature, experience\n
congestion charge zone.\n
\n
Surprise drives us to change our behavior.\n\nself awareness improves\n
Surprise drives us to change our behavior.\n\nself awareness improves\n
Surprise drives us to change our behavior.\n\nself awareness improves\n
Surprise drives us to change our behavior.\n\nself awareness improves\n
appraisal in corporations, takes a lot of time\n
you may ask yourself now\n
answer to yourself if you could ignore it completely\n\ncreates dependencies and expectations\n\nthese establish connections\n\n\n
answer to yourself if you could ignore it completely\n\ncreates dependencies and expectations\n\nthese establish connections\n\n\n
answer to yourself if you could ignore it completely\n\ncreates dependencies and expectations\n\nthese establish connections\n\n\n
answer to yourself if you could ignore it completely\n\ncreates dependencies and expectations\n\nthese establish connections\n\n\n
\n
connections may become stronger if there are expectations and dependencies\n
Process was carried out within a dev team - no PO, no line manager, just developers, coder, tester. I served the team as a scrum master. \nIt doesn’t mean it won’t work in your case, it just means that my experience was within such an environment.\n
now, taking the advantage that I’m on stage, I’ll try to convince you to waterfall methodology...\n
why inform a month before? to give people some time to make observations and make sure what really deserves feedback, i.e. you’re always late\nexplain why you want to do it:\n- give a chance to know how are you perceived by others\n- self development\n- model dojrzałości zespołowej - wejście na kolejny level\n\nHow can a boss be aware of feedback taking place and not use it in his performance review?\n
why inform a month before? to give people some time to make observations and make sure what really deserves feedback, i.e. you’re always late\nexplain why you want to do it:\n- give a chance to know how are you perceived by others\n- self development\n- model dojrzałości zespołowej - wejście na kolejny level\n\nHow can a boss be aware of feedback taking place and not use it in his performance review?\n
why inform a month before? to give people some time to make observations and make sure what really deserves feedback, i.e. you’re always late\nexplain why you want to do it:\n- give a chance to know how are you perceived by others\n- self development\n- model dojrzałości zespołowej - wejście na kolejny level\n\nHow can a boss be aware of feedback taking place and not use it in his performance review?\n
why inform a month before? to give people some time to make observations and make sure what really deserves feedback, i.e. you’re always late\nexplain why you want to do it:\n- give a chance to know how are you perceived by others\n- self development\n- model dojrzałości zespołowej - wejście na kolejny level\n\nHow can a boss be aware of feedback taking place and not use it in his performance review?\n
why inform a month before? to give people some time to make observations and make sure what really deserves feedback, i.e. you’re always late\nexplain why you want to do it:\n- give a chance to know how are you perceived by others\n- self development\n- model dojrzałości zespołowej - wejście na kolejny level\n\nHow can a boss be aware of feedback taking place and not use it in his performance review?\n
why inform a month before? to give people some time to make observations and make sure what really deserves feedback, i.e. you’re always late\nexplain why you want to do it:\n- give a chance to know how are you perceived by others\n- self development\n- model dojrzałości zespołowej - wejście na kolejny level\n\nHow can a boss be aware of feedback taking place and not use it in his performance review?\n
series of little steps \nit’s hard but don’t worry - that it’s just one month.\n\npurpose of notes - establish communication - give examples to be better understood\nother purpose - you make sure that you’re right\n
bad energy - go away\ngood energy - convert to enthusiasm to work on oneself\n\nDebriefing done by specialist (not line manager) may lead to higher level of satisfaction. Agile coach is such a specialist as I assume he developed soft and interpersonal skills. I discourage debriefing be done by a team member.\n\n\n
bad energy - go away\ngood energy - convert to enthusiasm to work on oneself\n\nDebriefing done by specialist (not line manager) may lead to higher level of satisfaction. Agile coach is such a specialist as I assume he developed soft and interpersonal skills. I discourage debriefing be done by a team member.\n\n\n
bad energy - go away\ngood energy - convert to enthusiasm to work on oneself\n\nDebriefing done by specialist (not line manager) may lead to higher level of satisfaction. Agile coach is such a specialist as I assume he developed soft and interpersonal skills. I discourage debriefing be done by a team member.\n\n\n
bad energy - go away\ngood energy - convert to enthusiasm to work on oneself\n\nDebriefing done by specialist (not line manager) may lead to higher level of satisfaction. Agile coach is such a specialist as I assume he developed soft and interpersonal skills. I discourage debriefing be done by a team member.\n\n\n
bad energy - go away\ngood energy - convert to enthusiasm to work on oneself\n\nDebriefing done by specialist (not line manager) may lead to higher level of satisfaction. Agile coach is such a specialist as I assume he developed soft and interpersonal skills. I discourage debriefing be done by a team member.\n\n\n
bad energy - go away\ngood energy - convert to enthusiasm to work on oneself\n\nDebriefing done by specialist (not line manager) may lead to higher level of satisfaction. Agile coach is such a specialist as I assume he developed soft and interpersonal skills. I discourage debriefing be done by a team member.\n\n\n
bad energy - go away\ngood energy - convert to enthusiasm to work on oneself\n\nDebriefing done by specialist (not line manager) may lead to higher level of satisfaction. Agile coach is such a specialist as I assume he developed soft and interpersonal skills. I discourage debriefing be done by a team member.\n\n\n
Feedback may hurt. Be there as a supporter. If you are not sure that you can handle debriefing, let it do someone from HR department. People can be very sensitive and immediately go to the negatives and undermine their self-esteem.\n \n
\n
\n
\n
\n
\n
\n
there’s been a study conducted, which revealed that no follow up = no action. \n
there’s been a study conducted, which revealed that no follow up = no action. \n
there’s been a study conducted, which revealed that no follow up = no action. \n
there’s been a study conducted, which revealed that no follow up = no action. \n
there’s been a study conducted, which revealed that no follow up = no action. \n
It’s not rocket science. It’s simple and keep it simple. At least at the beginning.\n
it’s easier to show what the feedback is than just talk about it\n
it’s easier to show what the feedback is than just talk about it\n
