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.
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.
The benefits of becoming efficient in practicing professional and just-in-time feedback in 4 easy steps.
Meet your instructor.
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!
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.
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.
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.
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.
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!
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!
Elizabeth understands the urgency and importance of effective leadership for rapid results, engagement, and organizational transformation. Elizabeth helps winning leaders to meet the rapid rate of change, challenge and opportunity through coaching and facilitating a comprehensive system of leadership competencies. Today’s leader relies on engaging individuals and teams for high performance and applying disruptive technology as an accelerant for 21st century sustainable business growth and social innovation. Elizabeth is certified to deliver leadership, presentations and communication effectiveness Dale Carnegie programs face to face and Live Online Programs.
Dale Carnegie & Associates, Inc. – Certified Live Online Trainer, Licensed Trainer in Leadership Effectiveness, Team Member Engagement, Presentations Effectiveness, and Dale Carnegie Course®. Marshall Goldsmith – What Got You Here Won’t Get You There – Marshall Goldsmith – Stakeholder Centered Coaching SCC
Corporate Training Experience:
Elizabeth has more than 25 years of experience with a diverse client base in both a design and delivery capacity and as a global development and knowledge and learning subject matter expert. Her professional focus is on targeted leadership solutions that effectively enable stakeholders to execute on mission-critical performance and to create superior performing teams. Her client base consists of global development agencies and academic institutions including The World Bank and The Inter-American Development Bank, the Royal Society, and global Fortune 50 businesses in multiple sectors including: engineering, transportation and logistics, hospitality, news, agri-business, financial services, construction, technology and professional firms. Her delivery experience includes organizations such as Thompson-Reuters, Hilton Styrolutions, Batory Foods, Harris-Teeter among others.