In Agile we embrace fast feedback and continuous improvement. This enables us to quickly inspect and adapt to make sure we’re always on the right track – be it technically, from a business and customer value perspective as well as for our team’s processes. For that reason we use practices such as short Iterations, Test Driven Development, Pair Programming, Continuous Integration, Daily Standups, Showcases, Retrospectives, Burndown Charts and many more. One thing seems to be missed in this space though, individual, peer 1-1 feedback. We do these things with our managers as part of our regular catchups and annual performance reviews, but is that the best value we can get for ourselves? When people hear the word “feedback” they immediately have a high-stress response, as most people associate it with negative feedback and something that will hurt them. This session will flip this perception and address the benefits of giving and receiving both positive as well as critical feedback to continuously improve ourselves, to learn about our blindspots, to build better and stronger relationships, and more. My goal is to inspire you and to have you leave the lunch & learn session with a positive image of feedback, as well as some ideas on how to put this into practice with your teams. About Victoria Schiffer (Agile Coach at SEEK) As the Agile Coach at SEEK I work with many passionate people and teams. We all share the purpose of helping people live more fulfilling and productive working lives and to help organisations succeed. We follow Lean principles as well as Scrum and Kanban. I love great teams, Agile Software Development & everything related to Professional Coaching! I'm a Melbourne based Agile mind with a strong technical background through seven years of experience working in different roles in the IT and the new media industry. My focus is always on the customer as well as the team building the functionality for the customer. My positive attitude creates an atmosphere of possibility and growth for my teammates and other co-workers.

1. 1-1 Team Feedback
Elabor8 Lunch & Learn, 18/07/2016
Victoria Schiffer Agile Coach @ SEEK@Erdbeervogel
Image by nishimuraya.kinosakionsen https://www.flickr.com/photos/kinosakionsen/21721055119

2. What did you have for
breakfast this morning?
Image by nishimuraya.kinosakionsen https://www.flickr.com/photos/kinosakionsen/21721055119

3. Feedback is the breakfast of champions.
- Ken Blanchard
Image by nishimuraya.kinosakionsen https://www.flickr.com/photos/kinosakionsen/21721055119

4. Why?
Image by Allegory Malaprop https://www.flickr.com/photos/a_malaprop/14406364351

5. Code TDD, CI
Project/Product
Stand up, showcase,
metrics/data
Team
Retrospective,
Burndown charts etc.
Manager - Individual 1-1s, Perf Review
Individual - Individual ???
Why: Common Feedback Tools
Based on Feedback slides from Greg Dziemidowicz

6. Based on "The Blind Men and the Elephant" by John Godfrey Saxe (1816–1887) Image source: unknown
Why: Blind Spots

7. Hidden Self
Information about
you that
Neither you nor
Others know
Hidden Self
Information about
you that
you Know But
Others don’t know
Open Self
Information about
you that
both you &
others know
1955, by Joseph Luft & Harrington Ingham
Public Knowledge
Why: Johari Window
Private
Unknown
Known to Self Unknown to Self
KnowntoOthersUnknowntoOthers
Blind Spot
Information about
you that
You Don’t know But
Others Do Know
Blind Spot
—> Feedback

8. Why: Different Personalitites /
Leverage Diversity!
Image by woodleywonderworks https://www.flickr.com/photos/wwworks/14908999104

9. Effective Feedback
Strengthen Confidence
or
Improve Effectiveness
for the recipient
Why: Effective Feedback
Patrick Kua: Tightening the Feedback Loop

10. - Culture of Learning
- Trust in the Individuals & Team
- More constructive Discussions
- Better Outcomes
Why: Benefits
Image by woodleywonderworks https://www.flickr.com/photos/wwworks/6320539775

11. But it’s so hard!
Image by mertie. https://www.flickr.com/photos/100780486@N02/16720344753

12. “Sometimes the tightest teams are
the most reluctant to do this, even
when the feedback is clearly
constructive, because they don’t
want to risk the positive emotional
environment that exists, which they
probably value greatly.”
Patrick Lencioni - 5 Dysfunctions of a Team

13. “I’ve found that the most effective way to
overcome this hesitance is to help people
realize that when they fail to provide peers
with constructive feedback they are letting
them down personally.”
Patrick Lencioni - 5 Dysfunctions of a Team

14. How? (Giving)

15. How: Giving & Receiving
Image by tehbieber https://www.flickr.com/photos/tehbieber/4689967166

16. How: Feedback is a Gift
Image by Kalexanderson https://www.flickr.com/photos/kalexanderson/8230171182

17. How: Assume a Positive Intention
Image by berkuspic https://www.flickr.com/photos/44073224@N04/23334731896

18. Regardless of what we discover, we
understand and truly believe that
everyone did the best job they could, given
what they knew at the time, their skills
and abilities, the resources available, and
the situation at hand.
Feedback
Retrospective Prime Directive
How: Feedback Prime Directive
Patrick Kua: Tightening the Feedback Loop

19. How: Make it Safe!
Image by ADTeasdale https://www.flickr.com/photos/adteasdale/4996770948

20. How: Give Feedback in Private
Image by hepp https://www.flickr.com/photos/hepp/15594981883

21. How: Check if now is a good time!
Image by allan.rotgers https://www.flickr.com/photos/122662432@N04/13740073235

22. Time
Event 1 Event 2 Event 3
Feedback Feedback Feedback
Time
Event 1 Event 2 Event 3
Feedback
esday, 10 November 2010
How: Timely Feedback
Patrick Kua: Tightening the Feedback Loop

23. How: Focus on Observed Behaviours

24. “You hate pairing”
“You think you’re
so good!”
“I can’twork with
you anymore”
Patrick Kua: Tightening the Feedback Loop

25. “You hate pairing”
“I(can’t(work(with((
you(anymore”(
“Yesterday,(when(we(paired(on(that(story,(you((laughed(
at(my(sugges;on(on(doing(X.(I(felt(quite((upset(and(
beliTled”(
“You(think(you’re((
so(good!”(
Patrick Kua: Tightening the Feedback Loop

26. Behaviours
Attitude
Values
Patrick Kua: Tightening the Feedback Loop

27. How: Not too much!
Image by kourtlynlott https://www.flickr.com/photos/kourtlynlott/8412159798

28. First you ignored what I said
And then you said that
And then you shook your f i s t
And then you raised your voice
And t h en..
.
And then...
And then...
And then...
A
nnd
dthen...
tAhnd et hnen....
Patrick Kua: Tightening the Feedback Loop

29. Make it a
conversation
By kmndr http://www.flickr.com/photos/kmndr/3857967490/Patrick Kua: Tightening the Feedback Loop

30. Feedback Formula

31. 1. Observed Behaviour
(specific time)
2. Perceived Impact
3. Let’s Discuss (Explore Intent)
4. [Suggested Solution]
5. [Discussed Solution]
Patrick Kua: Tightening the Feedback Loop

32. An Example - Feedback Formula
1. A: “You’ve been late for our last 3 standups.”
Observed Behaviour
2. A: “You’re missing updates from the team and we don’t know how
you’re doing.”
Perceived Impact
3. A: “Could you share what made you miss the standups?”
B: “My husband is away and I have to drop my daughter off at
daycare in the morning.”
Let’s Discuss / Explore Intent
4. A/B: “Maybe we could talk to the team and move our standup
time this week?”
Solution
Based on Feedback slides from Greg Dziemidowicz

33. How? (Receiving)

34. Nobody$givesme
feedback
Image by Josep Ma. Rosell http://www.flickr.com/photos/batega/3775180564/Patrick Kua: Tightening the Feedback Loop

35. Giving & Receiving
Image by tehbieber https://www.flickr.com/photos/tehbieber/4689967166

36. Ask for Feedback!
Image by deanwissing https://www.flickr.com/photos/deanwissing/2882926426

37. Don’t
Defend
Image by kevinmarsh http://www.flickr.com/photos/kevinmarsh/488971581Patrick Kua: Tightening the Feedback Loop

38. And then... But...And (then...(
And (then...(#And ##
then...#
B u t . . . (
B u t . . . (
B u t . . . (
Patrick Kua: Tightening the Feedback Loop

39. Seek
Clarifications
Image by jonathanb1989 http://www.flickr.com/photos/jonathanbeard/3196536843/Patrick Kua: Tightening the Feedback Loop

40. Ineffective feedback
You are great!
Your code sucks
You should talk less
Patrick Kua: Tightening the Feedback Loop

41. How: Giving & Receiving
Image by tehbieber https://www.flickr.com/photos/tehbieber/4689967166

42. An Example - Ineffective Feedback & Formula
A: “You should care more.”
B: “Could you explain please? What have I done to make you
think I don’t care?”
Ask for Clarification
1. A: “You’ve been late for our last 3 standups.”
Observed Behaviour
2. A: “You’re missing updates from the team and we don’t know how you’re doing.”
Perceived Impact
3. A: “Could you share what made you miss the standups?”
B: “My husband is away and I have to drop my daughter off at daycare in the morning.”
Let’s Discuss / Explore Intent
4. A/B: “Maybe we could talk to the team and move our standup time this week?”
Solution
Based on Feedback slides from Greg Dziemidowicz

43. Say thanks
Image by Sam_Butler http://www.flickr.com/photos/sam_butler/2475148271 Patrick Kua: Tightening the Feedback Loop

44. TakeAction
Image by tableatny http://www.flickr.com/photos/53370644@N06/4976490816/Patrick Kua: Tightening the Feedback Loop

45. Recap

46. Effective Feedback
Strengthen Confidence
or
Improve Effectiveness
for the recipient
Why: Effective Feedback
Patrick Kua: Tightening the Feedback Loop

47. 1. Observed Behaviour
(specific time)
2. Perceived Impact
3. Let’s Discuss (Explore Intent)
4. [Suggested Solution]
5. [Discussed Solution]
Patrick Kua: Tightening the Feedback Loop

48. - Culture of Learning
- Trust in the Individuals & Team
- More constructive Discussions
- Better Outcomes
Why: Benefits
Image by woodleywonderworks https://www.flickr.com/photos/wwworks/6320539775

49. Experiment!
Practice makes perfect.
Image by ♔ Georgie R https://www.flickr.com/photos/funfilledgeorgie/14895313189

50. Experiment - Ideas
Regular Team 1:1 Feedback Sessions
- start with 1-2 weekly initially for learning
- will become more natural over time
- Give Choice
People can use their regular times for
1. Role-play a scenario OR
2. Give real feedback (positive or constructive)
3. Share something about yourself / have a chat

51. - 30 mins every 1-2 weeks
- book multiple meeting rooms people can use
- people meet in 10 min slots for feedback
- consider making it fun for people to
- put up their feedback pairs on a time matrix
- keep a feedback matrix
1-1 Speed Feedback
Image by MikeCrane83 https://www.flickr.com/photos/mike_crane/5187729003

52. Room A Room B Room C Room D
2pm -
2:10pm
Jane & Bob Jim & Sally
Laura &
Robyn
2:10pm -
2:20pm
Sally & Bob
2:20pm -
2:30pm
Robyn &
Jane
1-1 Feedback Rooms & Times

53. Jane Jim Robyn Sally Laura
Jane - √ √
Jim √ - √
Robyn - √
Sally √ √ -
Laura √ -
1-1 Feedback Matrix

54. Take Baby Steps!
Image by Jim Larrison https://www.flickr.com/photos/larrison/5464064114

55. “Triumph is just a little umph added to try.”
(Tim Owens)
Image by stannate https://www.flickr.com/photos/stannate/3912535987

56. An exercise
Image by news https://www.flickr.com/photos/neys/2301753610

57. 1. (Constructive Feedback)
You’re in a meeting and notice that someone is often checking their
phone and not appearing to pay attention to the meeting.
2. (Positive Feedback)
One of your most opinionated team members has recently been
spending time listening to other people’s viewpoints about a tech
solution, has taken on board their views and worked towards a
shared decision.
3. (Constructive Feedback)
One of your team members has been negative for quite a while now
and seems very sarcastic about the process. All they do is complain,
but don’t suggest alternatives or take ownership of making or
inspiring a change.
Feedback Scenarios

58. Feedback is the breakfast of champions.
- Ken Blanchard
Image by nishimuraya.kinosakionsen https://www.flickr.com/photos/kinosakionsen/21721055119

59. 1-1 Team Feedback
Elabor8 Lunch & Learn, 18/07/2016
Victoria Schiffer Agile Coach @ SEEK@Erdbeervogel
Thanks :o)