This document outlines the details of a 6-part lunch and learn series on providing effective feedback and optimizing team performance. The series will cover topics such as the ingredients of effective feedback, enhancing personal influence, optimizing team performance, getting the best from people, understanding personalities, and facilitating effective meetings. Each module will take place from 12-1pm on various Fridays between February and July 2017.

1. The Ingredients of
Effective Feedback
LUNCH N LEARN Series
Dr Tim Baker

2. Mod 1 – The Ingredients of Effective Feedback
(Friday 17th of February, 2017 from 12pm to 1pm AEST)
Mod 2 – Enhancing Your Personal Influence
***(Thursday 6th of April, 2017 from 12pm to 1pm
AEST)
Mod 3 – Optimising Team Performance
(Friday 28th of April, 2017 from 12pm to 1pm AEST)
Mod 4 – Getting the Very Best from People
(Friday 19th of May, 2017 from 12pm to 1pm AEST)
Mod 5 – Understanding People and their
Personalities
(Friday 16th of June, 2017 from 12pm to 1pm AEST)
Mod 6 – Facilitating Effective Meetings
(Friday 7th of July, 2017 from 12pm to 1pm)

4. Roughly by a three to one margin, employees
believe that constructive feedback does more to
improve their performance than positive feedback
The secret to having employees listen to your
feedback is whether or not they respect you.
Respect is earned, incredibly hard to get, and
requires authenticity.
You could have the
exact same thing said
by two different
people with two
completely different
effects.

6. Managing Expectations
What are my expectations as the leader?
Have I communicated these expectations to my team?
Do my team understand my expectations?
Do my team members accept my expectations?
Are my team members omitted to meeting those expectations?
Do my team members know how they are performing against those expectations?
Am I supporting my team members to achieve those expectations?

7. Timing

8. Specific

9. Make your feedback specific
“Overall good job on the
presentation at this
morning’s meeting. But it
could have been better.”
This is so vague. What was
wrong with it. Plus, just
because you didn’t like it,
does it necessarily mean it is
bad? How could it have been
better?
“Great job on the presentation!
I really like how you used
statistics to back up your key
points.
One small comment: Maybe for
next time would be to invite
more comments from the group
to get them more involved.”

10. Frequency

11. Questions

12. Privacy

13. Critical Incidents

14. Focus on the future

15. Guidelines for
Conversations
on Poor
Performance

16. Avoid
confrontation
& argument
Emphasis
strengths as
well as
weaknesses
Seek out
the causes

17. Your homework
Make a commitment to give feedback
three times a day for the next week

18. Mod 1 – The Ingredients of Effective Feedback
(Friday 17th of February, 2017 from 12pm to 1pm AEST)
Mod 2 – Enhancing Your Personal Influence
***(Thursday 6th of April, 2017 from 1:30pm to 2:30pm
AEST)
Mod 3 – Optimising Team Performance
(Friday 28th of April, 2017 from 12pm to 1pm AEST)
Mod 4 – Getting the Very Best from People
(Friday 19th of May, 2017 from 12pm to 1pm AEST)
Mod 5 – Understanding People and their
Personalities
(Friday 16th of June, 2017 from 12pm to 1pm AEST)
Mod 6 – Facilitating Effective Meetings
(Friday 7th of July, 2017 from 12pm to 1pm)