by is an excellent leadership development tool for sure. By using the virtual-reality-like, interactive-movie-based simulated leadership situations it is the latest tool to train player-participants to become better leaders. The training process also teaches them how they can bring out the best abilities and creativity of their team and staff members - both in the virtual and later in the real world. This concept is not just an art form, but can and should be practiced. In fact, this is the essence and at the core aim of our "Flow-promoting Leadership Concept", as outlined by our scientific, intellectual and charismatic founding-father Professor Mihaly Csikszentmihalyi.

1. Global
Leadership
My invitation to a
personal & leadership
development
journey
Dr. Zoltan Buzady
Associate Professor of Management and Organization,
Expert in Flow-Leadership
zoltan@buzady.hu
www.flowleadership.org

2. I want my
Peer Feedback Conversation
to become a success.

3. I am sure that
my Peer Feedback Conversation
will be a success!

4. Tips and Best Practices

5. Tips and Best Practices
Repeating your partner’s problem,
can be a good start. You may restate the facts.
It builds trust.
It is applied active listening skill!

6. Tips and Best Practices
Later you might also try to rephrase
your partner’s problem in a second question.
In this way can ‘reframe’ the first,
initial problem and put it into different context.

7. Tips and Best Practices
If you are unclear about
what your partner is talking about,
then simply ask for clarification.
Ask for concrete examples.

8. Tips and Best Practices
You may also reformulate the partner’s
problem in your own words.
Use the positive perspective (more NP+,A+, FC+, R+)

9. Tips and Best Practices
Be sure that your partner has a
real personal agenda or issue.
Push for more than just a discussing a
simplified question. Agree for more
than merely giving an evaluative feedback.

10. Tips and Best Practices
If the problem is too complex,
simply break it down into more manageable,
smaller concepts and issues.
If your partner feels high risk or
too many negative emotions are involved,
propose a step-by-step approach for progress.

11. Tips and Best Practices
Recall joint moments and
your personal positive impressions
which you gained in joint teamwork.
Recall concrete positive examples!

12. Tips and Best Practices
Use concepts and frameworks, such as
Ego-states, Belbin roles, Sources of Flow,
FLIGBY’s Leadership Skills Profile for
the problem analysis, in your recommendations
to achieve change.
Use specific facts and values/numbers you have.

13. Tips and Best Practices
Also you may express your overall,
personal impression of the partner.

14. Tips and Best Practices
In which area is the problem?
What is the strength of your partner?
1st focus on the strength area
2nd explore the growth area, so that
3rd the felt problem area can be changed.
DOING
THINKING FEELING

15. Hello Eva!
How can I be
of help to you?
Tell me!

16. Tips and Best Practices

17. When a problem occurs,
you might want to drill down
to the root cause by asking
"Why?" - five times!
Tips and Best Practices

18. Observe - is there a recurring pattern or theme?
If so, voice it.
Ask your partner to comment on it.
This can do wonders!
Tips and Best Practices

19. During Peer Feedback Conversation
you can give support to your partner
by expressing your authentic sympathies
and also by building on your similarities.
Tips and Best Practices

20. Tips and Best Practices
However, it is also perfectly possible that
you will be of support to your partner
by being very different.

21. In any case, you help to follow,
under ‘Adult-awareness’,
the major process steps:
Analysis-Options-Decision-Implementation
Tips and Best Practices

22. Thank you, Ilona.
These thoughts
are very useful
for me already...

23. Tips and Best Practices

24. Tips and Best Practices
You may also choose the strategy of
increasing the pain point of your partner
by outlining the possible longer term
negative consequences of no change,
with the aim to build up in him/her
more commitment and engagement
for changing the future to the better!

25. Tips and Best Practices
Remember during your conversation,
that you do not need to do more
inner-/self-work than your partner does!
You only open the perspectives and the doors!

26. Tips and Best Practices
You can also give your partner
some type of homework* which
helps him/her in making the change.
* Read, collect, do, plan, observe, interview, discuss, feel, paint etc.
You might give your partner
any new ‘Tool’ as a possible support.

27. Tips and Best Practices
Also you might mutually agree to have
a follow-up meeting/conversation
in a few weeks time again!

28. Tips and Best Practices
It is a good idea to send your partner
a short write-up of your conversation
with your immediate reflections.

29. It is also totally OK and quite usual that
during a peer feedback conversation
You too will learn, gain new
experience and reach new insights,
and not just your partner.
Tips and Best Practices

30. If your partner express his/her sincere
thankfulness for your support and for
having had an impact on his/her
self-image, thinking, feeling or behavior,
be ready to accept it and be proud!
Well done!
Tips and Best Practices

31. Well, thank you
so much!
This was
just great!

32. Eva, thank you
for your trust
and openness.
Glad to help!

33. www.flowleadership.org
zoltan@buzady.hu
May the Flow
Be with You!