Giving and Receiving Feedback

1
Giving and Receiving Feedback

• Team Tools

Mariam Mousa Ismail Fayed
2
Purpose
To improve our coaching skills and of our fellow
team members
3
Model!
4
(No Transcript)
5
Key Principles

• We all share in the responsibility of helping
  each other improve and succeed

• We offer feedback because we care about the
  success of the team and its members

• We all can improve-all we need is good coaching

• We respect the perceptions of others

6
Responses to Feedback

• Denying Ignoring the need entirely and hoping
  that the situation will go away is suicidal.
• Complaining Recognizing the problem by griping
  about it to anyone who will listen is hurtful.
• Fire Fighting Quickly moving in and
  single-handedly trying to fix the situation is
  remedial.
• Coaching Helping those involved understand the
  need to improve and assisting them in making the
  improvement happen is productive.

7
Feedback
8
1- Coaching team members
Whose responsibility to give coaching?
It is the responsibility of all team members..
WHY?
9
It is the role of all team members

• You may know more about your team members work
• You know better than anyone the mistakes impact
  on all team members performance
• You work the process everyday
• Coaching fits the principles and values of team
  environment
• Ability to foster continuous improvement

10
To help the person fix a problem or change
negative behavior

• To recognize positive behavior or performance and
  encourage it to continue.

• To help a person continue to improve.

• As immediately as possible providing you have all
  the information you need and there are no hostile
  feelings.

When the person asks for feedback or when you
sense that the person will be open to your
coaching.

• As immediately as possible, be sincere.

In Public or Private
In Private
In Private
11
Cases Scenarios..
12
A task

• In three minutes, work individually in developing
  a feedback about your

• Good BOSS?

• Bad BOSS?

13
When coaching other, consider the following
approaches
Positive reinforcement
Punishment
Low
High
Punishment removal
14
Helpful feedback encourages the other person to
recognize areas for improvement and motivates
that person to make the improvements happen
15
When feedback is hurtful?

• The feedback attacks people and not issues or
  problems
• The feedback is not related to the goals of the
  team
• The feedback is not inaccurate or exaggerated
• The feedback is given too late for the person to
  use it
• The recipient views the feedback as manipulative
• It is so sugar coated that it has no meaning
• The recipient is the last to hear the feedback
• The recipient is not allowed to discuss the
  feedback

16
Steps to giving feedback
State the purpose of the Feedback
Describe observations and perceptions
Listen to other persons views
Jointly agree on action to be taken
Summarize and express appreciation
17
Feedback should be a two way process
Giving
Receiving
modeling
18
2- Receiving Feedback
Is it an easy task?
19
Benefits of receiving feedback

• Team members give feedback because they care
  about your success and that of the team
• It is the responsibility of your team members to
  give you feedback and it is your responsibility
  to decide how to use it
• View feedback as informative and not the final
  word
• Arguing over anothers feeling or perception is
  seldom productive

20
Steps to receiving feedback
Listen to understand
Ask clarifying questions
Share your own views
Jointly agree on ways to improve
Express appreciation
21
Question !!
From your team members?
22
Kirkpatrik EvaluationLevel 9Your Feedback
about this session???

• ?

• ?

a.
b.