Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

The full presentation - Giving and receiving feedback

84 views

Published on

This is the talk I gave in Amsterdam on Giving and Receiving Feedback. There are a lot of images but I will also be sharing blogs to explain the images. You can also join me on my next talk when I dive more into the topic :)

Published in: Education
  • Be the first to comment

  • Be the first to like this

The full presentation - Giving and receiving feedback

  1. 1. Giving & Receiving feedback CRYSTAL ONYEARI MBANEFO EMOTIONAL SKILLS EXPLORER
  2. 2. Understand what feedback is….
  3. 3. The biggest misconception of feedback To improve a situation by changing another person’s behaviour
  4. 4. Please can your daughter 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. 5. “Feedback is the perception of the giver.” “It is neither fact nor truth.” Redefining feedback
  6. 6. Redefining feedback - Part 2 “Feedback is the understanding of the receiver’s perception…” “And the communication of our own perception.”
  7. 7. The Common Goal
  8. 8. 3 working categories Top to Bottom Bottom to Top Team mate to team mate
  9. 9. Top to bottom feedback - 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
  10. 10. Issues – Giving end • Fear of hurting feelings • Nervousness • Demotivation • Worse relationship • Worse managing job
  11. 11. Tips – Top to 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
  12. 12. Bottom to Top Feedback
  13. 13. Issues – Giving end The fear of upsetting the manager The fear of un-belonging
  14. 14. Issues – Receiving end Manager misses out on key information. Cannot improve team structures, dynamics, performance.
  15. 15. Tips – Bottom to Top feedback 1. Manager-Empowerment 3. Emotional Maturity 4. Show Vulnerability 5. Blind spots 6. Ego 2. Fear-free Zone
  16. 16. The Common Goal
  17. 17. Team mate to team mate feedback
  18. 18. A simple scenario
  19. 19. Seriously?! Seriously?! SERIOUSLY?! ?!@%*!?¦*
  20. 20. GOAL: All 5 features tested and working before 3pm today. GOAL: Get “Submit” to send all info to database
  21. 21. Tips – Team mate to Team mate Talk about != goals in advance Discuss deadlines Discuss expected functionalities Discuss expected error cases Could be more productive
  22. 22. The Grrr! moment
  23. 23. The Grrr! moment Gosh it feels good! Chance of harder communication Chance of regret Mental and psychological space!
  24. 24. Using feedback models ➢SBI ➢ASK ➢STAR ➢NVC ➢Lots more!...
  25. 25. NVC model (Marshall Rosenberg)
  26. 26. NVC model (Marshall Rosenberg)
  27. 27. NVC model (Marshall Rosenberg)
  28. 28. NVC model (Marshall Rosenberg)
  29. 29. Using NVC model in 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)
  30. 30. The Grrr! & NVC Combination More thought-out communication Chance of better team work Frees up mental space Can increase future collaborations
  31. 31. The Invitation Deadlock
  32. 32. The Invitation Deadlock FIND WAYS TO MEET YOUR OWN NEEDS FIND WAYS TO ADAPT YOUR NEEDS “Not every reward has to come from the outside”
  33. 33. Main tips – Receiving Feedback
  34. 34. “Feedback is the perception of the giver. It is neither fact nor truth.” “The Receiver can choose whether to act on it, or not.
  35. 35. Take a peek… Is it useful for my growth? Is a trigger at play?
  36. 36. Ego Resistance to feedback
  37. 37. Summary • Re-defining Feedback • Giving Feedback in different scenarios • Receiving Feedback
  38. 38. Is it worth all the effort?
  39. 39. Thank you! Maaret Pyhajarvi Miroslava Nikolova Candida Bradley Eoin Power .. ..
  40. 40. BONUS: Creating a feedback climate
  41. 41. Creating a feedback climate • 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
  42. 42. Summary Re-defining Feedback Giving Feedback different scenarios Receiving Feedback Creating a Feedback Climate

×