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Mastering Feedback: You, the Team, the Product

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Video: http://bit.ly/fol-fdbk

Feedback is commonly perceived as something that everyone is able to do – who doesn’t have an opinion? However, it’s also very easy to give bad feedback: we all know it when we are on the receiving end. This gets more and more evident when the team grows from two people to a whole company.

Feedback thus becomes a critical skill that can be learned, improved, and mastered. Good feedback skills can improve the quality of the teamwork and the result by a large margin, while bad feedback can grind any team to a halt with confusion if not worse.

This talk will give insights, challenge myths, and provide practical ideas. How can we improve ourselves? How can we plan good feedback in groups?

Publié dans : Design
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Mastering Feedback: You, the Team, the Product

  1. Davide ‘Folletto’ Casali MASTERING FEEDBACK YOU, THE TEAM, THE PRODUCT
  2. Manifesto Ibridi F E L L O W DESIGN DIRECTOR ADVISOR NIGHT.EU MENTOR
  3. @Folletto
  4. RE-LEARNING FEEDBACK PROLOGUE
  5. “ ” Daniel Kahneman We are statistically punished for rewarding others and rewarded for punishing them.
  6. REGRESSION TO THE MEAN Positive reinforcement seems not working. Negative reinforcement seems working.
  7. POSITIVE & NEGATIVE FEEDBACK? Positive Negative
  8. POSITIVE & NEGATIVE FEEDBACK? Positive Negative “Feels good” “Feels bad”
  9. FEEDBACK COMPONENTS Content Attitude + Form+
  10. CONTENT Confirmation We want both Adjustment
  11. ATTITUDE Undermining We want genuine care Supportive
  12. Radical Candor by Kim Scott Ruinous Empathy Radical 
 Candor Manipulative
 Insincerity Obnoxious Aggression CAREPERSONALLY CHALLENGE DIRECTLY
  13. Rude is NOT synonymous of sincere. Rude is NOT synonymous of sincere. Rude is NOT synonymous of sincere. Rude is NOT synonymous of sincere. Rude is NOT synonymous of sincere. Rude is NOT synonymous of sincere. Rude is NOT synonymous of sincere.
  14. FORM We want clarity Communication styles differ. Language barriers. Cultural differences impact reception. Assume misunderstandings.
  15. FORMCONTENT ATTITUDE Confirmation Adjustment Supportive Clarity+ +
  16. Give Receive
  17. Ask Give Receive
  18. HOW TO ASK FOR FEEDBACK PART I
  19. Be Explicit Crystal clear requests.
  20. Level of feedback Specify what you are looking for, and what you’re not looking for.
  21. Ask specific questions Be specific, but don’t prime.
  22. Not* Anonymous Be explicit… *if possible.
  23. HOW TO GIVE FEEDBACK PART II
  24. Did they ask for feedback? YES NO Give feedback Ask if they want feedback
  25. ThemselvesA thing ?
  26. Be Timely When things happen.
  27. Be Timely Nobody likes to rework.
  28. Be Timely Don’t kill a win moment.
  29. Explicit Assumptions Clarify where you are coming from.
  30. Ask & Say the Obvious “I think X is why, is that correct?”
  31. Don’t make it personal Review “you” for “this”.
  32. If it IS personal… Assume they know, and they are having an hard time dealing with it.
  33. POINT & SHIFT “This is the issue in my view, here’s a suggestion to fix it”
  34. What about the sh*t sandwich?
  35. Let’s add another element: time.
  36. All criticism, once in a while… rarely effective.
  37. Both criticism and praise… makes praise fake.
  38. Continuous feedback!
  39. “ ” Christine Porath, HBR High-performing teams share nearly six times more positive feedback than average teams. Marcial Losada, Emily Heaphy (2004) The Role of Positivity and Connectivity in the Performance of Business Teams
  40. CONTENT Confirmation boosts skills Adjustment removes downsides
  41. CONTENT Confirmation Validates direction and decisions. Gives boost to morale. Reduces impostor syndrome. Reinforces belonging. Builds trust.
  42. CONTENT Removes downsides. Allows person and project to grow. Provides a way forward. Makes confirmations stronger. Builds trust. Adjustment
  43. “ ” Daniel Kahneman True intuitive expertise is learned from prolonged experience with good feedback on mistakes.
  44. SAFE ZONE Do they feel safe?
  45. SAFE ZONE Admit errors. Show vulnerability. Accept errors. Say “Sorry” Give agency.
  46. GROW TRUST
  47. HOW TO RECEIVE FEEDBACK PART III
  48. In the team
  49. Breathe
  50. Split the personal and the objective.
  51. Split the problem from the solution.
  52. Assess their assumptions: what do they know? what’s their history?
  53. Pair up Find someone to review your take.
  54. In the open
  55. Breathe
  56. Approach it like research
  57. Qualitative Quantitative &
  58. Which group do they represent?
  59. Where is the feedback given?
  60. Are you the right person to answer?
  61. You don’t have to answer everyone Not all feedback is equal — but acknowledge all!
  62. “ ” Bruce Lee To me, the function and duty of a quality human being is the sincere and honest development of one’s potential.
  63. Thanks. @Folletto INTENSEMINIMALISM.COM

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