1. TeamPhoto by popofatticus [link]EffectivenessEd BatistaAugust 21, 2014

2. Photo: Seth AndersonWho am I?Executive coachInstructor @ Stanford GSBHBR: blogs.hbr.org/ed-batistawww.edbatista.com 3. Where are weFeedback skillsGroup normsPhoto by Alex Eflon [link]going? 4. How will weget there?Concepts (~70 mins)Exercises, debriefs & feedback (~2 hrs 10 mins)Photo by Chloe Fan [link] 5. Teams asPhoto by popofatticus [link]human systemsFeedback = learningFeels awkward (even here)Group norms matter 6. Teams asPhoto by popofatticus [link]human systemsThink about this teamHow are you communicating?How would you like to communicate? 7. Concepts #1Todays headlineThe simplest feedback modelFeelingsPhoto by Lee Nachtigal [link] 8. The headlineFeedback is stressfulSo critique with care& express more heartfelt appreciationPhoto by Garry Knight [link]ReadMore 9. The simplestfeedback modelWhen you do [X], I feel [Y].Photo by Ed Yourdon [link] 10. The simplestfeedback modelWhen you do [X], I feel [Y]. 11. FeelingsDisclosing feelings = vulnerableBut feelings influenceAnd vulnerability closenessComfort with discomfortPhoto by Rebecca Krebs [link] 12. Concepts #25 levelsHierarchy of needsSafety, trust, intimacySocial threatSCARF modelPhoto by Lee Nachtigal [link] 13. 5 levelsRichard FranciscoIn what ways do we communicate?Increasing levels of difficulty, risk & learningPhoto by Rita Willaert [link] 14. 5 levels1: Ritual2: Extended Ritual3: Content4: Feelings About Content5: Feelings About Each OtherPhoto by Rita Willaert [link] 15. 5 levelsHardestRiskiestMost powerful for feedback5: Feelings About Each OtherPhoto by Rita Willaert [link] 16. Hierarchy of needsAbraham MaslowWhat motivates us as human beings?Photo by Wilhelm Joys Anderson [link] 17. Hierarchy of needsPhoto by Wilhelm Joys Anderson [link]Self-actualizationEsteemLove & belongingSafetyPhysiological 18. Hierarchy of needsParallels in groups & relationshipsPhoto by Wilhelm Joys Anderson [link] 19. Hierarchy of needsLearning, self-awareness& changePsychological safety, trust & intimacyPhoto by Wilhelm Joys Anderson [link]Experiments, risk-taking &vulnerabilityIn groups & relationships 20. Teams asPhoto by popofatticus [link]human systemsThink about your interactions on this teamWhat enhances safety, trust & intimacy?What undermines them? 21. Safety, trust,Photo by Carly Lesser & Art Drauglis [link]intimacyReadMore 22. Safety, trust,intimacySafety = I wont get hurtTrust = I believe you & you believe meIntimacy = We can make the private public 23. Safety, trust,intimacyFeedback can create these conditionsBut theres a problem 24. Can I give yousome feedback?Photo by Robbie Grubbs [link] 25. Feedback andPhoto by Mykl Roventine [link]social threat 26. Threat responseaka Fight, flight or freezePhysiologicalPhoto by State Farm [link] 27. Threat responseaka Fight, flight or freezeEmotionalPhoto by State Farm [link] 28. Threat responseaka Fight, flight or freezeCognitiveDecision-makingProblem-solvingCollaborationPhoto by State Farm [link] 29. Social threat(Some) social situations Physical threatsMany times/dayMost common location? 30. Social threatPhysiological/emotional response plusCognitive impairmentDecision-makingProblem-solvingCollaborationPhoto by Heisenberg Media [link] 31. Social threatResult?Massive communication failureWe give feedback ineffectivelyWe receive it poorlyPhoto by Heisenberg Media [link] 32. SCARF modelPhoto by Andrew Vargas [link]ReadMoreDavid RockWhat social situationstrigger a threatresponse? 33. SCARF modelDavid RockHow can we minimize the risk of social threat?How can we create safety?Photo by Andrew Vargas [link] 34. SCARF modelStatusCertaintyAutonomyRelatednessFairnessReadMore 35. Use the modelWhen giving feedbackBe mindful of statusMinimize uncertaintyMaximize autonomyBuild the relationship*Play fair*Photo by Andrew Vargas [link] 36. Use the modelWhen getting feedbackCultivate in-the-moment awarenessRecognize our threat responseManage our emotionsSlow things down 37. Concepts #3RelationshipsThe netPhoto by Lee Nachtigal [link] 38. RelationshipsJohn GottmanWhat characterizes successful relationships?Photo by Harsha KR [link]ReadMore 39. RelationshipsFeeling known by the otherA culture of appreciationResponding to bidsMutual influence 40. Relationships5:1 positive to negativeEmotional bank account& conflictPhoto by Connor Tartar [link] 41. Teams asPhoto by popofatticus [link]human systemsThink about your teammatesHows your emotional bank account?What are you doing to build the relationship? 42. The netPhoto by The Mighty Tim Inconnu [link] 43. The netDavid BradfordHow to improve communication?How to minimize defensiveness?How can we play fair?Photo by The Mighty Tim Inconnu [link] 44. The netMe YouYourresponseMybehaviorMyintention 45. What I knowMeMyintentionMybehavior 46. What I dontYouYourresponse 47. What you knowYouYourresponseMybehavior 48. What you dontMeMyintention 49. Use the modelIntent impactMy intention doesnt guarantee your responseImpact intentYour response wasnt necessarily my intention 50. Use the modelStay on our side of the netFocus on observed behaviorDisclose our responseWhen you do [X], I feel [Y]. 51. Use the modelResult?Lower risk of social threatLess chance of defensivenessIncreased sense of fairness 52. Teams asPhoto by popofatticus [link]human systemsThink about your teammatesWhen do you cross their net?When do they cross yours? 53. To sum upBuild safety, trust & intimacyUse the modelsMinimize social threatLess stressful feedbackMore learningPhoto by Pranav Yaddanapudi [link] 54. Concepts #4Positive feedbackMindsetSoft startPhoto by Lee Nachtigal [link] 55. Positive feedbackA paradoxSo importantSo often ineffectiveWhats wrong?Photo by Aaron Matthews [link]ReadMore 56. Positive feedbackWe may not trust itWe may even resent itWe often praise the wrong things 57. Positive feedbackDont praise to buffer criticismUse a soft start* 58. Positive feedbackDont praise to overcome resistanceUse other means of influence 59. Positive feedbackDont praise abilityPraise effort and persistence 60. MindsetCarol DweckHow do we feel about our abilities?How do we feel about our mistakes?Photo by Tuomas Puikkonen [link]ReadMore 61. Fixed GrowthTalent & intelligenceare inherent traitsMistakes are failures orcharacter flawsNegative emotionalresponse to mistakesTalent & intelligencecan be developedMistakes are learningopportunitiesPay close attention tomistakes & learnmoreMindsetReadMoreAdapted from Carol Dweck 62. Soft startPhoto by Phil McElhinney [link]Not like this 63. Soft startPhoto by OakleyOriginals [link]Like this 64. Soft startBegin with positive intent(But dont bullshit)Emphasize mutual goalsBe mindful of your stressReadMore 65. Concepts #5Emotional intelligence & groupsTalking about feelingsGroup normsPhoto by Lee Nachtigal [link] 66. EQ and groupsWhy care?Effective teamsParticipation, cooperation, collaborationCant mandate behaviorPhoto by Woodleywonderworks [link]ReadMore 67. EQ and groupsEssential conditionsMutual trustGroup identity (feeling of belonging)Group efficacy (belief in value of the team)Strongly affected by group EQPhoto by Woodleywonderworks [link] 68. EQ and groupsIndividual EQEmotional awarenessEmotion regulation ( suppression)Inward (ones own emotions)Outward (others emotions)Photo by Woodleywonderworks [link] 69. EQ and groupsHigh EQ individuals High EQ groupGroup norms determine group EQCreate awareness of emotionHelp regulate emotionPhoto by Woodleywonderworks [link] 70. Teams asPhoto by popofatticus [link]human systemsThink about how you show up on this teamHow aware are you of your emotions?How aware are you of others emotions? 71. Talking aboutAffect labelingAmygdalaTalking disrupts negative emotionTalking about emotion > Thinking about emotionfeelingsPhoto by Andrew Yee [link]ReadMore 72. Talking aboutGroup normsNorms define whats normativeCan we talk about feelings here?Overcome embarrassmentfeelingsPhoto by Andrew Yee [link] 73. Our normsPhoto by jm3 [link] 74. Our normsConsider this teams normsCreate awareness of emotionsHelp regulate emotionsPhoto by jm3 [link] 75. Norms that createawarenessWe never We always1. Spend time getting to knowothers personally. 76. Norms that createawarenessWe never We always2. Regularly ask how others are doing. 77. Norms that createawarenessWe never We always3. Share thoughts and emotionswith others in the moment. 78. Norms that createawarenessWe never We always4. Ask others who have been quietin a discussion what they think. 79. Norms that createawarenessWe never We always5. Fully explore others resistanceto our decisions. 80. Norms that createawarenessWe never We always6. Set aside time to discuss and evaluateour own effectiveness. 81. Norms that createawarenessWe never We always7. Acknowledge and discuss the feelingin the group in the moment. 82. Norms that helpregulateWe never We always1. Have clear ground rules for productivebehavior in meetings. 83. Norms that helpregulateWe never We always2. Call out behavior that violatesthose ground rules. 84. Norms that helpregulateWe never We always3. Express acceptance ofothers emotions. 85. Norms that helpregulateWe never We always4. Make time to discuss difficulties within the teamand the emotions they generate. 86. Norms that helpregulateWe never We always5. Use playfulness to acknowledgeand relieve stress. 87. Norms that helpregulateWe never We always6. Express optimism aboutthe teams capabilities. 88. Norms that helpregulateWe never We always7. Provide others with positivefeedback in the moment. 89. Our normsWhat did we just learn?What might we do as a team?Photo by jm3 [link] 90. ClosingPhoto by Todd Jones [link] 91. ChallengeyourselfPhoto by Daniel Oines [link] 92. For more infoBuilding a Feedback-Rich CultureHBR Guide to Coaching Your EmployeesMy background & coaching practice:www.edbatista.com/about.htmlContact me:www.edbatista.com/contact.html