Effective interpersonal feedback is a key driver of personal, team and organizational growth. How do we get started if regular feedback is not a trait of the culture we operate in? How can we make it more effective if we are already exchanging feedback?

1. Cultivating a
feedback culture in
your organization
23 Jan 2018
Carlo Beschi - Agile Coach
Chris Toby - Agile Delivery Manager

2. What’s on the Menu?
▫ Intros
▫ Interpersonal feedback -
what, why and how
▫ 121 feedback: a roleplay
▫ 121 feedback: tools
▫ Team feedback: tools
▫ Team feedback: the Johari
Window
▫ Pizzas & Q&A
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3. We are ...
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4. The Knowsy Game
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5. Exercise:
The Knowsy Game
▫ Sit in a group (4 - 5 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 once”
“I speak five languages”
“I can lick my elbow”
5

6. Exercise:
Interpersonal Feedback
▫ Invest 1’ individually, then 2’ with
a peer, and 4’ with the group,
answering to:
▪ Why interpersonal feedback
matters?
▪ How much time do you
usually spend on - giving &
receiving - it?
▪ Which tools / techniques do
you use?
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7. A definition
▫ Feedback means “giving
valuable information to
another person with the
goal to help them improve”
▫ Feedback is given to
strengthen confidence and
improve effectiveness
7
Feedback is a gift

8. How much Feedback?
PWC Survey:
▫ > 75% of respondents
believe that feedback is
valuable
▫ < 30% said they receive it
▫ 72% of under 30 would like
to receive it on a weekly or
daily basis
8

9. Feedback at work.
Why?
9
Feedback is a gift
Tell me again
Why do we need
Feedback?

10. Feedback at work.
Why?
10
Feedback is a gift
Tell me again
Why do we need
Feedback?
▫ Personal effectiveness and
growth
▫ Team effectiveness and
growth
▫ Organizational effectiveness
and growth

11. Interpersonal Feedback -
Giving
▫ Timely
▫ Safe: ask for permission
▫ Safe: keep it private
▫ Focus on behaviours
▫ Describe the impacts (“I-
message)
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12. 12

13. Interpersonal Feedback -
Receiving
▫ Listen
▫ Don’t argue
▫ Seek for clarifications,
eventually
▫ Ask for suggestions /
brainstorm options
▫ Say “Thanks!”
▫ Take action!
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14. 1 2 1: A Role Play
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15. What did you see?
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16. The Radical Candor Approach
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▫ “The ability to Challenge
Directly and show you Care
Personally at the same time”
▫ Be kind and clear.
▫ Be specific and sincere.

17. Tool #1
1 2 1 meeting template
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18. Concerns
Goals Review
Questions
Need help with
GOAL SCORE (1-5) Help with Who
New Actions
1 2 1
23/08/17

19. Tool #2
The Wheel of Work
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20. Wheel of Work
▫ Do this with someone (your
manager, your coach, an
“angel”)
▫ Rate your level of
satisfaction for each area
▫ Discuss rating and reasons
why
▫ Define goals
▫ Meet regularly to discuss
progress and collect
feedback
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21. Tool #3
The Appreciation Cards
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22. Appreciation Cards
▫ Download, print and make
available to the team
▫ Cards played by anyone at
any time
▫ “Stats” can be called out in
sprint retro
▫ Very safe: only positive, and
possibly anonymous
▫ See also: Management 3.0
Kudos Cards
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23. Tool #4
The team orientation
meeting
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24. 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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25. Tool #5
The Johari Window
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26. The Johari Window Model
▫ Effective way to start and
encourage direct feedback
among team members
▫ Personal goal is to make
your “Arena” bigger
26

27. Exercise:
The Johari Window
▫ Listen to the instructions :-)
▫ 2’ to look at the list
▫ 2’ to circle 5 adjectives that
describe you
▫ 4’ to mark 5 adjectives for each
of your team mates
▫ 10’ to share your findings with
each other. What are the
matches? Which are falling in the
blind and hidden areas?
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28. What did you see?
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29. 29
Q&A, feedback, pizza ...
carlo.beschi@gmail.com
chris.toby@asos.com

30. 30
Assets & Refs
● Appreciation Cards
● 1 2 1 Template
● Patrick Kua slideshare presentation
● Non violent communication (book)
● Radical candor (book)