In these times of volatility and uncertainty, adapting is vital. Continuous improvement (kaizen) is required at any level of a modern organisation. Effective feedback, especially peer feedback, is a powerful tool for personal, team and organisational growth. But how do we get started if regular feedback is not a trait of the culture we operate in? How do we make it more effective if we are already exchanging feedback? This workshop has been run successfully at Asos and Moonpig and in a meetup with Agile Coaching Exchange in London. Thanks to the feedback received in these sessions, we've made it even better. What we have now is a fun, engaging and practical workshop where you can join us and share your experiences and challenges. We will be hands-on, sharing practical tools to: get started with interpersonal feedback improve 1-2-1 conversations with your manager/reporter give and receive feedback in the most effective way help with feedback at the team level We will run the Johari window exercise in teams. We will support the workshop with slides that recap the main concepts and close with takeaways and commitments to action some of the tools at work.

1. The Kaizen of
Interpersonal
Feedback
9 May
2018
Carlo Beschi - Agile Coach
Manuele Piastra - Agile Coach

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What did you see?

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INTRO

4. What’s on the Menu?
▫ Hello!
▫ Interpersonal feedback -
what, why & how
▫ DOs and DON'Ts
▫ 121 feedback: a roleplay
▫ 121 feedback: tools
▫ Team feedback: tools
▫ Team Feedback: The Johari
window
▫ Q&A
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5. /Me
▫ Working as an Agile Coach
▫ Technical background
▫ Agile practitioner since 2005
▫ Sincerely passionate about
collaborative, iterative,
experimental approach to
digital products
development
▫ A web guy, with expertise in
small to medium companies
(3 to 800 devs)
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@carloz

6. /Me
▫ JavaScript guy since 2000
▫ Agile addict since 2006
▫ Helping teams &
organizations toward
agility
▫ Continuous learner
▫ Android developer
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@manupia

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The Knowsy Game

8. Exercise:
The Knowsy Game
▫ Sit in a group (4 people)
▫ Say 3 things about yourself
▪ 2 are true
▪ 1 is a lie
▫ People need to guess the lie
“I starred in a soap opera”
“I speak five languages”
“I can lick my own elbow”
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(9 mins)

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Feedback
What & Why

10. Feedback: a definition
▫ Giving valuable
information to
another person to
help them improve
▫ Feedback is given to
strengthen confidence &
improve effectiveness
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Feedback is a gift

11. Feedback at work.
Why?
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Tell me again
Why do we need
Feedback?
▫ Modern architectures are
complex & distributed
▫ People with different skills
and mindsets need to
collaborate
▫ We operate in VUCA
settings (Volatile, Uncertain,
Complex, Ambiguous)
▫ Collaboration is key for
performance

12. Useful on different
levels
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▫ Personal effectiveness &
growth
▫ Team effectiveness &
growth
▫ Organizational
effectiveness & growth

13. Exercise:
Feedback & You
▫ Create groups (4 people)
▫ Answer these questions:
▪ How much time do you
spend, per week, on
giving/receiving feedback?
▪ Describe a recent,
concrete, scenario of you
giving/receiving feedback
at work & the outcome?
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(9 mins)
1 min to think
2 min to share with a peer
4 to share in the group

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What did you see?

15. Playback:
How much time on
Feedback?
▫ PWC Survey: > 75% of
respondents believe that
feedback is valuable
▫ 45% of respondents also
value feedback from their
peers & clients or
customers
▫ < 30% said they receive it
▫ Not once a year, give & get
feedback every month
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121 Feedback

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121 Feedback
DOs & DON’Ts

18. Giving Feedback to another
person: DOs
▫ Timely
▫ Safe
▪ ask for permission
▪ private
▫ Be mindful of how you
communicate
▫ Offer your help
▫ Describe the impacts
(I-message)
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19. Giving Feedback to another
person: DOs
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20. Giving Feedback to another
person: DON’Ts
▫ Don’t use negatives + but
▫ Don’t “should” people
▫ Avoid always/never/why
▫ Turn feedback into a
judgement
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21. Receiving Feedback from
another person
▫ Say “Thanks!”
▫ Nothing else? Well…
Avoid
▫ Excuses
▫ Defensive attitude
Prefer
▫ Listen carefully
▫ Ask questions
▫ Discuss improvements
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121 Feedback: RolePlay

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What did you see?

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Structured 121s:
Driving valuable conversations

25. Concerns
Goals Review
Questions
Need help with
GOAL SCORE (1-5) Help with Who
New Actions
1 2 1
09/05/18

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Give us a feedback

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Team Feedback
Tools

29. Appreciation Cards
▫ Download them
▫ Print (& laminate)
▫ Every iteration: 10 minutes
for appreciation
▫ Collected information can
be introduced in the
discussion with your peers
or line manager
▫ Gamify!
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30. Team orientation meeting
▫ Define roles
▫ What is expected from
everyone to succeed as a
team?
▫ What behaviours help us,
what don’t?
▫ What are our values?
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31. The Johari Window Model
▫ Helps understand
relationship with yourself
& others
▫ Psychologists Joseph Luft &
Harrington Ingham (1955)
▫ The goal is to make your
“Arena” bigger
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32. Exercise: The Johari Window
▫ Groups of 4 people
▫ Choose 5 adjectives that
describe you
▫ Your teammates will also
choose 5 adjectives for you
▫ See how many matches you
have
▫ Discuss those falling in the
blind/hidden area
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(19 mins)

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What did you see?

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carlo.beschi@gmail.com
manupia@gmail.com
Your questions

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Assets & Refs
● Appreciation Cards
● 1 2 1 Template
● Non violent communication (book)
● Radical candor (book)

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Bonus Material

37. The Radical Candor Approach
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▫ “The ability to Challenge
Directly and show you Care
Personally at the same time”
▫ Be kind & clear
▫ Be specific & sincere

38. Get Feedback
The Wheel of Work
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39. Wheel of Work exercise
▫ Define an “Angel”
▫ Rate your areas
▫ Discuss your rating with
your Angel
▫ Define goals for self
improvement
▫ Meet regularly with your
Angel to collect feedback
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