04/10/23

Feedback is a Gift

Jennifer Koski – Lean Six Sigma Master Black Belt,

Manufacturing Center of Competency

Lisa Dugan – Business Process Consultant,

Integrated Operations

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Observations from the Role Play

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Jennifer Koski, 6MBB•Location: Waverly, TN•Education: BS Mechanical Engineering, Georgia Tech

MS Mechanical Engineering, Georgia Tech Work History1990-1992 Lead Process Engineer, Fibers (Newark, DE)

1992 Energy Consultant, Corporate (Newark, DE)

1993-1994 Project Engineer, Medical (Boston, MA)

1995-1996 Assistant to Operations, Crop (Mobile, AL)

1997-1999 Area Process Supervisor, Chemicals (Belle, WV)

1999-2002 Reliability Engineer, Titanium Tech. (New Johnsonville, TN)

2002-2004 Six Sigma Black Belt, Titanium Tech. (New Johnsonville, TN)

2004-2007 Site Energy Leader, Titanium Tech. (New Johnsonville, TN)

2007-Present Lean Six Sigma Master Black Belt, Manufacturing Center of Competency (Waverly, TN)

Responsibilities of current role

Supervise a group of Lean Six Sigma MBB’s and BB’s in the Southeast Region.

Recently, developed and delivered Kaizen Event Facilitation Training, Project Management Effectiveness Training, and Set-up Time Reduction Expert Training.

Personal

Married to another DuPont mechanical engineer and have 3 children (ages 15, 12, and 8)

Hobbies: reading, travel, walking the dogs, and transporting the kids to their activities

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Lisa Dugan, PE, CPIM, CSCP, SCOR-P • Location: Wilmington, DE• Education: BS Civil Engineering, Lehigh University

Work History1996-2000 GES and Golder Associates, Environmental Consulting & Design

2001 DuPont, Capital Project Engineer (Philadelphia, PA)

2001 PE License in DE

2005 DuPont, Master Production Scheduler (Deepwater, NJ)

2006 SAP Business Planning Key User

2007 DuPont, Supply Chain Black Belt (Wilmington, DE)

2008 CPIM Certified

2010 Six Sigma Black Belt Certified

2011 DuPont, Business Process Consultant (Wilmington, DE)

2011 CSCP Certified

2012 Certified SCOR Professional

Responsibilities of current role

Supports supply chain process excellence through development and application of standard evaluation tools, metrics, training and development at a Corporate, or business level.

Personal Trademark

Strong and effective team player/collaborator.

Willingness to help and resolve conflicts.

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Feedback is a Gift - Agenda

Core Value Contact – Respect for People

Issues when Receiving Feedback

A better way to Receive Feedback

Why Feedback is Important

Issues when Giving Feedback

A better way to Give Feedback

Questions and Answers

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Core Value Contact

Think of a time when you were verbally attacked in a meeting or hallway.

How did you respond: fight / flight / freeze?

Find someone near you that has the same response.

Discuss what can you do to modify this response?

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Issues when Receiving Feedback

• Fight back

• Don’t acknowledge the feedback

• Immediately leave the situation

• Hold a grudge

• Take it personally

• Don’t listen

• Become angry

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A better way to Receive Feedback

• Actively listen.

• Pause, allow time to react positively.

• Ask for clarification.

• Repeat what you just heard to ensure you heard it correctly.

• Respond to punishing feedback not in the way it’s been given, but in the way you want to be responded to.*

• Move towards identifying a solution that would be agreeable to each person, if applicable.

• Thank the person giving you the feedback.

• Remember, it is your choice if you want to do something with the feedback.

* Reference: Jack Zenger -The 9 Things Bad Leaders Who Successfully Improve Learn To Do

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Why Feedback is Important

Get into groups of 3 and discuss why feedback is important.

Here are some of the reasons:

• To find out where you stand

• Gain an understanding of how others see you

• Identifies areas for improvement or development

• Helps set goals for the future

• Improves team dynamics and the work environment

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Issues when Giving Feedback

• Use of generalizations (always, never) versus quantifiable actions

• Not specific enough, no concrete examples

• Inappropriate setting

• Saying ‘you’ more often than ‘I’ or ‘me’

• Not preparing

• Too late

• Indirect

• Being harsh or critical

• Too many items or topics

• Not solution focused

• Infrequent

• Always negative versus positive

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A better way to Give Feedback

Video: AID Feedback Model

http://www.youtube.com/watch?v=-vIAZgyIC7w

1. Action2. Impact3. Desired Outcome

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Redo the Role Play – 5 minutes

Separate into groups of 3, chose one person to receive feedback, one to give the feedback, and then, an observer.

Redo the role play of a person being late to a critical meeting.

How did it go?

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THANK YOU! Please provide feedback on what went well and what could be

improved.

04/10/23For Internal Use Only