Almost everyone says that they REALLY REALLY want to receive feedback…so why does it feel like we hardly ever get meaningful, constructive feedback at the point in time when it would actually make a difference? Why do we come up with a list of reasons why we should just let something go, so that we can avoid having to deliver feedback ourselves? For many of us, the giving of feedback can feel like an awkward and uncomfortable task. And it’s because we avoid it whenever possible that we don’t improve these skills and we miss out on opportunities to help ourselves, our teammates, and our Agile teams grow. In this interactive workshop, we hope to reduce anxiety around delivering feedback. First, briefly review some feedback anti-patterns, then introduce several different frameworks and approaches that you can use to prepare and organize your feedback. Then, since the best way to improve our skills is through deliberate practice, we’ll breakout into pairs to practice together through a series exercises in a fun and safe setting. We’ll swap roles as we go, so that everyone has equal opportunity to practice giving and receiving feedback. If you are looking to improve your personal feedback skills, searching for ways to help your team become more open and willing to share feedback with each other, or interested in how simple practice and exercises can improve learning and build up skills, then this session is for you!

1. The Feedback
Effect
Nicole Spence-Goon
Julie Wyman

2. Story Time

3. When feedback
turns…
destructive

4. 1:1
Feedback

5. Workshop Goals
1. Know common feedback
anti-patterns to avoid
2. Practice feedback delivery
• Get in the feedback state of mind
• Learn how to provide impact feedback
• Learn constructive re-framing
3. Recap and takeaways

6. Feedback
Why?
is hard

7. Feedback
Anti-patterns

8. Lacking
Specifics

9. Non-direct
feedback

10. Not
Timely

11. Public Feedback

12. Use direct link:
Go to www.menti.com
Enter code:
Scan
QR
code
What
feedback
anti-patterns
have YOU
experienced
most?

13. Feedback Delivery

14. The Engaged Feedback
Checklist
q I’m ready to sit next to you rather than across from you.
q I’m willing to put the problem in front of us rather than between us (or sliding it
toward you).
q I’m ready to acknowledge what you do well instead of picking apart your
mistakes.
q Ready to listen, ask question & accept I may not fully understand the issue
q I recognize your strengths and how you can use them to address your
challenges.
q I can hold you accountable without shaming or blaming.
q I am open to owning my part.
q I can genuinely thank someone for their efforts rather than criticize them for
their failings
q I can talk about how resolving these challenges will lead to growth and
opportunity
q I can model the vulnerability & openness that I want to see from you
I know that I’m ready to give feedback when…
Source: Brene Brown’s Dare to Lead | www.brenebrown/daretolead
Before You Jump In...

15. Impact
Feedback

16. Impact Feedback
Format
What is it?
Give feedback from
your perspective.
Allows you to have your
emotional needs acknowledged.
Must provide your feedback
in a timely manner.
When you
[person's behavior],
the impact on me was
[your reaction].
Response
Thanks for bringing this
to my attention.
Thanks for making me
aware of the impact
this had on you.

17. Impact Feedback Examples
When you cut me off in the team meeting, the impact on me was
that I felt like my voice wasn’t being valued and I got frustrated.
When you said my idea was too simple, the impact on me was that
I felt embarrassed in front of my peers.
When you complemented me for raising a project risk, the impact on
me is that it made me feel more comfortable and empowered to
contribute to the project discussions.

18. Pair Practice:
Impact Feedback

19. Pair Practice Scenarios
First person scenarios:
1) You get asked to mentor a new team member
2) A team member waited until right before a presentation
was due to ask you for help
3) Or pick your own!
SWITCH
Second person scenarios:
1) You get asked to present in a high-profile meeting
2) A leader keeps shutting down each of your ideas before
you’re even able to finish
3) Or pick your own!
Deliver as
impact feedback:
When you
[person's behavior],
the impact on me was
[your reaction]

20. Debrief:
Share your
experience
Menti link:
Menti code:

21. excella.com | @excellaco
Constructive Reframing:
JUST FLIP IT.

22. The Dark Place: Destructive Criticism

23. The Good Place: Constructive Criticism
Describing Share
observations
Explain the
Impact
Asking Be curious
Walk in their
shoes
Suggesting Offer
suggestions
Be specific
Encourage
Dialogue
Give chance
to respond
Get their
thoughts

24. Transform Destructive into Constructive
Destructive Constructive

25. Reframe your Feedback
Judging Assuming Telling Monologue
Describing Asking Suggesting
Engage in
Conversation
Usually, not sharing
these ideas makes
it difficult to convince
the client that...
You had some great points
in your presentation.
I noticed you didn’t
mention these 2 key ideas
I'm curious, was
there a reason
you left out these
points?
Next time, how
about switching…
What do you
think?
Your presentation could
have been better...
...probably
because you needed to
prep more.
Here's how you fix it... Got it? Great.

26. Pair Practice:
Constructive Reframing

27. Practice Scenarios
• Pick one of the two examples or create your
own
Feedback Examples:
1) Your code format is terrible, so clearly you're not a
great developer. Here's how you fix it...
2) You were spaced out in the workgroup meeting,
and you didn't show any initiative, because you
didn't speak up. I'll just bring Tom to next
session instead.
• Reframe into Constructive Feedback
Constructive
Reframing:
Describing
Asking
Suggesting
Encourage Dialogue

28. Constructive Reframing:
Debrief
Menti link:
Menti code:

29. Wrapping up
Recap.
Takeaways.
Resources.

30. Workshop Goals
1. Know common feedback
anti-patterns to avoid
2. Practice feedback delivery
• Get in the feedback state of mind
• Learn how to provide impact feedback
• Learn constructive re-framing
3. Recap and takeaways

31. Share your insights
Full link:
www.menti.com |

32. Resources
Effective Feedback
Radical Candor book
Radical Candor video summary
Receiving Feedback
The Feedback Fallacy
4 Things to Do Before a
Tough Conversation
How Leaders Can Get Honest,
Productive Feedback

33. Nicole Spence-Goon
Nicole.spence-goon@excella.com
linkedin.com/in/nicole-spence-goon
Julie Wyman
julie.wyman@excella.com
https://excellalabs.com/author/julie-
wymanexcella-com/
linkedin.com/in/julie-wyman/
How to
reach us

34. excella.com | @excellaco