Giving and Receiving Feedback Objectives

Communicate your insights and goals

Feedback Frameworks

• Situation-Impact-Pull (SIP)
• Marshal Goldsmith’s 6-Step Structure

Please think about real or close-to-real scenarios so we can practice these

Situation-Impact-Pull (SIP)

S – Situation (Here’s what I saw, just the facts)

I – Impact (Here’s how I feel, this is how it impacted me, or how it seemed to impact others)

P – Pull (for their perspective)

Useful for real-time, quick feedback sessions. Remember, this is still feedback (dialogue, not monologue) so expect a short discussion.

Small Group Activity

Break into groups of 3: 1 Feedback provider, 1 feedback recipient, 1 consultant (who can offer tips and suggestions)

Take 1 minute to decide amongst yourselves an incident you want to give feedback on.

3 Rounds of 1-minute per round. Take turns verbalizing feedback using SIP. Consultant, after the feedback was given, state observations, thoughts and feedback.

6-Step Structure (Goldsmith)

• Where are we going – What you expect from your team member, Describe vision, Dialogue
• Where are you going – Thoughts on where each team member should be going
• What is going well – Recognize their achievements, Ask what they’re doing well
• Where can we improve – Constructive suggestions for the future
• How can I help you – Focus on adding needed value, not interfering or imposing
• How can you help me – How can I become a more effective team member

Small Group Activity

Break into groups of 3: 1 Feedback provider, 1 feedback recipient, 1 consultant (who can offer tips and suggestions)

Take 1 minute to decide amongst yourselves an incident you want to give feedback on.

3 Rounds of 3 minutes

The Case to Add Coaching

• Leadership styles can be engaging or disengaging
• Directive Leadership tends to be disengaging and Participatory Leadership tends to be engaging
• Coaching can be added to any feedback session where the participant expresses insight into the feedback area
• Coaching can increase the engagement factor very quickly

Adding Coaching to Feedback

Adding Coaching to Feedback

Receiving Feedback

• Are you feedback friendly? Think about yourself honestly, not about how you would like to be.
• How would you like to evolve in how you receive feedback?

If you are interested in receiving more feedback…

• Solicit feedback
• Be grateful
• Keep in mind, no boss is perfect
• Don’t get defensive
• Act on it

And if you don’t agree with the feedback…

• Do nothing
• Avoid “wrong-spotting”
• Dig deeper
• Explore the past and future
• Always assume givers will need help articulating what they mean
• Check your blind spots

Evaluation

On a scale from 1(low) – 10 (high) rank:

• Your knowledge about this topic before you completed the pre-work and before you walked in the door today
• Your knowledge after the session
• The likelihood that you will change your behavior based on what you learned during this module
• Your overall impression of this learning experience

On the back of your note, write one thing that would improve your #4 score