This document discusses high trust leadership and providing feedback. It provides examples of low and high trust relationships and behaviors of high trust leaders, such as talking straight, demonstrating respect, and keeping commitments. Feedback is described as sharing objective observations about behavior or performance in order to reinforce or redirect it. Benefits of feedback include building trust and improving performance. The SHARE model is introduced for providing feedback, including describing the situation, how it was approached, the result, and expected behavior. Constructive feedback should be given directly using "I" statements at an appropriate time and place. High trust leadership is said to cultivate engagement, encourage ongoing feedback, and enhance safety.

1. Sheryl Sever
Training & Development Candidate
The Mosaic Company

2. High Trust Leadership
Low Trust Relationship:
1 Who do you have to work
with? (Boss, colleague,
partner, customer)
2 What’s it like to work with
this person?
3 What’s it like to
communicate with them?
4 How long does it take to
get things done?
5 What kind of results can
you achieve with them?
High Trust Relationships:
1. Who do you have to work
with? Write down their
name .. .
2. What’s it like to work with
this person?
3. What’s it like to
communicate with them?
4. How fast?
5. What kind of results can
you achieve with them?

3. Talk Straight
Demonstrate Respect
Create Transparency
Deliver Results
Clarify Expectations
High Trust Leaders:
4
Practice Accountability
Raise Their Own Bar
Listen First
Keep Commitments
Extend Trust

4. What is Feedback?
Feedback is sharing your perceptions of
another’s behavior and/or performance
based on objective observation and analysis.
WE engage in feedback to REINFORCE and/or
REDIRECT the behavior and/or performance of an
individual.

5. Benefits of Feedback
 Builds Trust
 Improves Relationships
 Reinforces positive behavior/performance
 Leads to improved performance, and/or behavior
changes, growth and development.
 Contributes to employee moral and increased
engagement
Build a culture of safety

6. Key to Accountability= Effective
Communication
Clear Goals
Set Clear Expectations
Clear Communication
On-going feedback

7. Feedback is On-Going
Positive Feedback
Constructive Feedback
On-going Performance
Evaluations
On-Going Recognition

8. SHARE Feedback Model
S
Situation
H A
How it was Approached
R
Result
E
Expectation
SITUATION
Provide a “place in time”
that can be easily identified.
HOW
Describe the exact behavior
that was observed.
RESULT
Describe the importance of
the behavior; the value of the
contribution.
EXPECTATION
What behavior do you want
to reinforce?

9. Giving Constructive Feedback
Determine When & Where
 Identify the topic or issue
 Be direct- State
observations
Use “I” statements

10. SHARE Feedback Model
SSituation – Provide a “place in time” that
can be easily identified.
HA How it was Approached – Describe
the exact behavior/performance that was
observed.
R Result – Describe the result of the
behavior; the detraction it caused.
EExpectation –
What behavior do they need to redirect?
Yesterday, . . .
I noticed you . . .
This affected
Please . . .

11. High Trust Leadership
 Cultivates Engagement
 Encourages On-going
Feedback
 Enhances Safety

12. Conclusion- High Trust Leadership
 Cultivates Engagement
 Encourages On-going
Feedback
 Enhances Safety