04/10/23

Giving and Receiving Feedback

Team Tools

Mariam Mousa & Ismail FayedMariam Mousa & Ismail Fayed

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Purpose

To improve our coaching skills and that of our fellow team members

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Model!

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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

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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.

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FeedbackFeedback

FeedbackFeedback

Giving (Coaching) Receiving

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1- Coaching team members:1- Coaching team members:

Whose responsibility to give coaching?

It is the responsibility of all team members..

WHY?

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It is the role of all team members

You may know more about your team members workYou know better than anyone the mistakes impact on all team members performanceYou work the process everydayCoaching fits the principles and values of team environmentAbility to foster continuous improvement

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Coaching opportunity

Coaching to Correct

(Not to Punish)

Coaching to Develop Coaching to Reinforce

Purpose

Timing

Place

To help the person fix a problem or

change negative behavior

To help a person continue to improve.

To recognize positive behavior or performance and encourage it

to continue.

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 Private In Private In Public or Private

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Cases Scenarios..

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A task

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

Bad BOSS?

Good BOSS?

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When coaching other, consider the following approaches:

Low High

Punishment Positive reinforcementPositive reinforcement

Punishment removal

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“Helpful feedback encourages the other

person to recognize areas for improvement and

motivates that person to make the improvements

happen”

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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

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Steps to giving feedback:

Describe observations and perceptions Describe observations and perceptions

Listen to other person’s viewsListen to other person’s views

Jointly agree on action to be taken Jointly agree on action to be taken

Summarize and express appreciation Summarize and express appreciation

State the purpose of the FeedbackState the purpose of the Feedback

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Feedback should be a two way process:

Giving Receivingmodelingmodeling

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2- Receiving Feedback2- Receiving Feedback

Is it an easy task?

Building on that feedbackBuilding on that feedback

ReadinessReadiness

WillingnessWillingness

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Benefits of receiving feedback:Benefits of receiving feedback:

Team members give feedback because they care about your success and that of the teamIt is the responsibility of your team members to give you feedback and it is your responsibility to decide how to use itView feedback as informative and not the final wordArguing over another’s feeling or perception is seldom productive

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Steps to receiving feedback:Steps to receiving feedback:

Ask clarifying questionsAsk clarifying questions

Share your own viewsShare your own views

Jointly agree on ways to improve Jointly agree on ways to improve

Express appreciation Express appreciation

Listen to understandListen to understand

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Question !!

What feedback are you:

willing to give Ready to receive

From your team members?