8. Performance Feedback:
Provided by a person of authority or manager
Impact Feedback:
How is the behavior impacting me?
It’s the behavior, not the person
Both parties are vulnerable
#onetime@AgileCamp
12. “Monday, yesterday and today I observed that you were late for our
stand up. This makes me feel that you do not think stand up is important.
Why have you been late? How can this be avoided in future?”
#onetime@AgileCamp
Who has ever received feedback in their life? Who received it today?
Easy for us to discuss feedback, ways to give and receive it…
Today we will discuss feedback and tools you can use, but first…
But what makes it so hard for us to do? When is it easy? When does it become hard?
From the business dictionary, Feedback is defined as the Process in which the effect or output of an action is 'returned' (fed-back) to modify the next action Read more: http://www.businessdictionary.com/definition/feedback.html
Notes from chris: Is there a way to pare down the text? Can pictures replace any of it?
Feedback is the core to professional and personal development
Statistics from a recent Office Vibe survey on employee feedback:
14.9% lower turnover rates in companies that implement regular employee feedback.
4 out of 10 workers are actively disengaged when they get little or no feedback.
82% of employees really appreciate receiving feedback, regardless if it’s positive or negative.
These stat’s reveal that people really do appreciate feedback.
Often, attempts to provide feedback result in tension and conflict rather than self-reflection and personal growth. That is why knowing how to provide feedback is valuable.
https://youtu.be/Fy3rjQGc6lA
Was this effective feedback? What are your thoughts on how this scenario was good or bad?
What behaviors are not helpful here?
When giving feedback, think about your motives.
What must be present for us to provide and to receive valuable feedback?
Expected answers
Trust
Intent
Safety (maybe look for a different image, search Psychological safety)
When receiving …. Keep in mind their intent is to be helpful. Assume good intent…. Don’t judge the GIVER or STYLE of delivery…
What is the message? What can I learn from this feedback? What needs to change or continue?
Stickie's ( to get audience engaged)
Is it easier to give feedback or receive feedback?
What is the most challenging for you when giving feedback?
What is the most challenging for you when receiving feedback?
What types of feedback do you wish you heard more often from your co-workers or manager?
Have them bring back to a wall (titled for each topic)
“giving”
“receiving”
Types of feedback:
Impact Feedback Vs Performance Feedback
Ask for volunteer and present a scenario’s for each type of feedback.
Performance feedback: How do you feel when you receive feedback that way (refer back to video, if still used)
Recognized expert
Manager or person of authority that has a standard to measure by
Impact feedback can be used by anyone who has been impacted by someone else.
Are you human that is being impacted?
Uses I statements. How this is affecting me.
Both parties are vulnerable
Purpose is to create a conversation or request.
Ask for volunteer to demonstrate do both types of feedback.
Should be around 30 minutes
There will be 3-4 scenarios provided.(index cards?)
There will be 3 roles…
Stand up, self-organize into groups of 3 …..30 seconds to do this… Not Yet…. Hold On!
One person in the group will be the person giving feedback
One person in the group will be the person receiving feedback
Everyone else in the group will be the observers
Stand up, self-organize into groups of 3 or 5…..30 seconds to do this…Go (time 30 seconds)
Think of a scenario in which you would give feedback or have given feedback. Use the next 3 minutes to practice giving feedback using the strategy provided. At the end of the 3 minutes, the observer will communicate back what they saw and provide (allow 2 minutes)…. You guessed it, feedback!
After the 1st round, bring everyone back to see how it went. Then let them continue with the other round.
Rotate between the group of 3.
What have you learned about feedback?
Is there a situation that you thinking of that you can approach differently?
