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Deliver Powerful, Painless Feedback to Motivate vs Frustrate

Name: Deliver Powerful, Painless Feedback to Motivate vs Frustrate
Rating: 4.5 (2643 reviews)

Motivate for Success and Optimal Performance!

Created byElizabeth C. Pagé

Last updated 3/2023

English

English [Auto],French [Auto],

What you'll learn

Use a simple 4-step process to give feedback that motivates vs. frustrates and lift performance.
Build trust and influence so others take action based on your feedback.
Discover what people care about and link it to feedback that makes a difference.
Create demonstrable change by stopping what doesn't work and starting to do what gets results.
Lift results and align behavior on actions that matter.
Be confident and competent delivering and receiving feedback simply and painlessly.

Course content

8 sections • 40 lectures • 1h 10m total length

Welcome and course Introduction1:20
The benefits of becoming efficient in practicing professional and just-in-time feedback in 4 easy steps.
Meet your instructor.
Opening Activity: Reflect and write examples of feedback you've received1:23
Recommendation to optimize your learning: 1. Listen to the lectures on your commute in your car or at your desk.
2. Go back and click the small down arrow on the right side of the lecture title to open activities, worksheets, assessments and practices.
3. Whenever possible post your responses, insights and questions to share your experience and lessons learned.
Enjoy!. To your success!

Definition: Feedback is a gift1:07
View feedback as a gift that drives learning, reveals what we don't know, and enables us to improve performance and drive change to become our best.
Sherpa--Become a trusted guide to others1:13
Become a sherpa—a trusted guide who protects and helps your team reach base camp, and deliver painless feedback to motivate rather than frustrate, increasing leadership influence.
This course is for you1:39
Deliver powerful, painless feedback that motivates rather than frustrates for peers, supervisors, advisers, friends, and others, reducing defensiveness and increasing openness and influence.
What you will learn--course outline and pre-assessment activity2:28
Master delivering effective feedback that motivates rather than frustrates. Use a three-step, prescriptive framework for formal and informal feedback, including drive-by and just-in-time approaches, and ask for feedback.

Why people avoid giving and receiving feedback4:41
Explore why people avoid giving and receiving feedback—fear of rocking the boat, payback, and conflicts—and how pausing to breathe counters amygdala hijack.
Repositioning Feedback from disempowering to empowering others1:48
Learn how to shift feedback from disempowering to empowering by focusing on future actions, offering data-driven, actionable suggestions, and guiding behaviors and attitudes toward success.
Activity List Your Reasons Why Others Dislike Feedback.0:51
Open the file below that asks two powerful questions.
Reflect on this concept of cognitive dissonance and relate it to the impact feedback has on the recipient, then write about your own experience in these two scenarios.
1. Describe by writing about a time when you received feedback that was empowering and positive. Describe the 5 "W"s: Who was it? Where were you? What did they say and how did they say it? How did you feel? When did they tell you in terms of the behavior they were addressing, was it too late, just in time, or prescriptive or future based; for the next time. Why do you think they gave you this feedback? What would you tell your colleagues about giving feedback based on your own experience?

2. Repeat this exercise but this time, describe a time when you received disempowering feedback that left you feeling frustrated, angry or misunderstood. Use the same 5 Ws to guide your reflection.

3. Based on your experience, what advice would you give your colleagues about giving feedback in the context of encouraging them or teaching them to use the ABCs method. Comparing and contrasting experiences is an impactful way of making the lesson come to life for others.

1. Prepare2:34
2. Purpose2:26
Clarify the bigger purpose of feedback, tie change to what the individual and team care about, and build rapport to de-stress and align rational and emotional levels.
3. Praise0:44
Praise the positives to acknowledge who people are, their contributions, and their value to relationships and the organization. This builds courage and openness, motivating them to embrace your feedback.
4. Performance0:29
Evaluate performance to decide whether feedback should be corrective or encourage greater opportunity, then apply the three-step abcs of feedback: recognize the behavior to be changed, acknowledge it, address it.
5. Paraphrase--Listening Quiz and Skills!0:49
6. Probing questions and Complete Your Activity1:33
Practice Worksheets0:06

Step 1: Action1:01
Explore the abcs of effective feedback—action, benefit, and context or cost—and apply future-based, specific actions within a six-step feedback model to improve timeliness and quality.
2. Benefit2:36
A benefit is what is uniquely in the individual's interest--not the benefit to you or the organization.
To discover peoples' motives we listen carefully to uncover their needs and wants. Use Maslow's hierarchy of needs to identify what the FB recipient cares about and make a direct link between their motives and the change in behavior you're asking them to take. Without authentic motivation, people don't change.
Print this image of Maslow's hierarchy and write the initials of people you engage with beside their primary motives. Now, formulate a specific and unique benefit for each person in the margins beside each level, for each person on your list.

Next: review the Harvard Business School research findings and decide what action will you take to create psychological safety for others creating a suitable context for giving feedback. Post your commitment.
Step 3. Context: Cost Benefit Matrix Activity--See the light or feel the heat1:20
Complete the Benefits/Cost Matrix for each individual as preparation for giving feedback.
Invite individuals who resist changing behavior, to complete the matrix themselves and share it with you.
Post your individual matrix what are the benefits and costs of incorporating the ABCs of feedback into your work and personal life.
4. Invitation1:19
Use an invitation to begin feedback, signaling you’ve thought about their success, offering a non-obligatory suggestion, and requesting a few minutes to discuss next steps in their best interest.

Why Ask?2:09
Probing Questions and Emotional Intelligence1:54
Learn to use probing questions to elicit others' perspectives and leverage emotional intelligence. Listen deeply to uncover what's said and unsaid, building trust and stronger relationships.
5 Questions1:10
Master five questioning techniques to deliver powerful feedback that motivates rather than frustrates. Explore open-ended, closed, hypothetical, direct and specific, and third-person questions with practical examples and timing.
Activity: Practice questions, applications and examples3:16
For one week, observe other people's behaviors at meetings and keep a list of your observations on your smart phone or in a note book. Watch for verbal and non verbal cues that both encourage and discourage people's engagement during meetings. Summarize the key behaviors and post a simple list of the top 5 things people do or say in meetings to encourage deeper conversation, and 5 things they do or say to cut off conversation.
Make a simple check list with two columns labelled"Open" and "Closed" and keep score of how often either of these questions are asked, and observe the impact on others regarding engagement. Watch for energy level shifts, eye contact, body language, breathing and note any trends or conclusions you can draw from your observation and post to share your insights.

Visual, Verbal and Voice for credibility2:39
Visual messages and body language1:32
Learn how nonverbal cues shape feedback effectiveness by aligning body language with your words, using smiles, eye contact, posture, and mirror practice to motivate rather than frustrate.
Voice1:45
Speak with confident, calm authority and empathy to motivate others in their best interest, invite reflection, and admit mistakes when needed. Communicate congruently across emails and meetings to support collaboration.
Verbal -- watch your words!1:46
6 Characteristics of effective feedback2:46
Deliver feedback privately to preserve credibility and respect, balance critique with strengths, and focus on 80/20 rule changes. Be specific, root cause driven, and actionable, with clear steps and documentation.
Review and Practice ABCs1:33
Create your own case study in this workbook. Use your own case, or use the case provided.
Practice the ABCs of feedback by preparing the 4 key elements in the workbook.
Commit to a personal action plan. Make a commitment to apply what you've learned and identify your KPIs your Key Performance Indicators to celebrate your success. List what would make your change in practicing feedback a success? List the indicators and make a note each week how many successes you experience.
Congratulations on making it to the conclusion of this course!
To your success!
Self Assessment: Score your natural ability to engage and give feedback
Post Assessment: take this assessment upon completing the course.

Compare your answers to your pre-assessment.

Has your practice of delivering feedback changed after incorporating the skills from the course?

What have you noticed about these higher level, strategic areas of your leadership?

If your scores were marginal, congratulations--you are opening yourself to the possibility of higher level leadership. You have also undertaken foundational steps demonstrating your commitment to developing others through powerful and painless feedback steps. Continue your journey!

To your success!

L.I.S.T.E.N: Six steps for 10X Relationship Impacts1:35
Elevate Listening: 3 Levels3:03
Distinguish hearing from listening, manage cognitive load, and advance through the three levels of listening—from mirror-like to two-way exchange to a collaborative dance—to build trust and effective feedback.
L = Learn1:05
Learn to understand stakeholders’ use cases, wants, needs, and motivations, and build a long-term, options-rich approach that creates tangible outcomes and loyal ambassadors.
I = Invest1:27
Invest in listening to build long-term relationships, identify stakeholders and motives, and engage with their aspirations, even in virtual settings where cues may misalign.
S = Suspend Judgement2:26
Practice suspend judgement to view the speaker's message from their perspective, interrupt bias, and avoid assumptions that derail listening amid distraction and outdated ideas.
T = Transformation2:17
Shift from transactional to transformational engagement by listening deeply and uprooting assumptions, cultivating long-term relationships and value creation in leadership and team management.
E = Empathy or Emotional Intelligence3:00
Leverage empathy and emotional intelligence through empathetic, active listening to build trust, cultivate transformational relationships, and foster safe, reciprocal vulnerability and reciprocity in leadership.
N is for Negotiate2:02
negotiate to create common ground, uncover options, and reach mutually beneficial agreements, using listening and an abundance mindset, illustrated by two sisters splitting an orange to meet both needs.
L.I.S.T.E.N. Conclusion1:24

Requirements

Participate on your mobile device or computer and understand English.
Print out the worksheets and engage in the Q&A.

Description

Do you avoid feedback like day-old sushi?

Do you feel sick giving or getting feedback?

Learn how to give feedback and leave others hungry for more.

Why? Because this painless, simple and easy to follow, 4-step feedback process empowers you and the people around you to change behavior and to get results quickly while feeling good about it vs. frustrated by it.

The reasons people don't like to give or get feedback is embedded in the word itself. See if you can find it. We'll explain that powerful secret to transform feedback into positive change.

In this course you'll learn how to diffuse negative emotional triggers and link feedback to motivators that lift performance.
You'll learn to recognize an individual's strengths and give them feedback that supports their success.
You'll identify problems and opportunities for development and practice skills that impact behavior and delivers results.
You'll learn to apply the just-in-time Painless and Easy Feedback process, as simple as the ABCs.
You'll also learn the 6 Ps of a formal feedback process for performance enhancement and talent development even in challenging situations.
You'll master a mission critical leadership skill that makes giving just-in-time feedback meaningful and motivational.

This little process is the "swiss army knife" of giving feedback.

It's not that people hate to change, its that they don't know how. Now, everyone can do it.

Feedback serves others by transforming problems into solutions & drives measurable results.

These simple to use and easy to remember feedback steps will deepen your relationships with others, build trust and increase your influence. You will become an influencer and leader in your organization, company, community, on the playing field and yes, even at home. So let's put feedback where it belongs ... into practice and see the results for yourself.

Click now to join me on your feedback transformation journey with 4 easy steps to Painless, Effective Feedback.

Who this course is for:

For managers, team members, and anyone who needs fast and effective, Just-In-Time Feedback that sticks!
Everyone who support other's success with feedback for change that drives sustainable results.
Managers and supervisors motivating others to achieve higher performance.
Do you develop talent? Do you coach others to optimum performance? Do you see where others can overcome barriers if they just became aware of what is stopping them?
Anyone influencing others to get better results.
Partners, peers, team leaders, parents and teachers, board members or coaches.

Deliver Powerful, Painless Feedback to Motivate vs Frustrate

What you'll learn

Explore related topics

Course content

Introduction2 lectures • 3min

The benefits you get from practicing the effective feedback steps in this course4 lectures • 6min

Emotional Intelligence: defuse triggers blocking behavior change3 lectures • 7min

Formal Feedback Process: 6 P's7 lectures • 9min

Just-In-Time or Informal Feedback Process--Step by Step4 lectures • 6min

Using Probing Questions to discover Root Cause4 lectures • 8min

Develop Congruence, Confidence and Competence7 lectures • 12min

10X Impact Power Skill in Six Steps: L.I.S.T.E.N.9 lectures • 18min

Requirements

Description

Who this course is for: