Directions:
Split the class into 3 teams. Issue one flip chart paper to each team.
Team A
will brainstorm as many reasons as possible that would make them reluctant to give feedback to someone.
Team B
will brainstorm as many things as possible that feedback will help them accomplish. What can feedback help them do?
Team C
will brainstorm as many things as possible that would make a feedback session effective.
Give the teams 15 minutes to brainstorm and come up with their ideas. Once the 15 minutes are over, get each team to present their ideas as follows:
Ask team A to come up to the front of the room and hang their flip chart.
Ask team A:
Despite of knowing in abstract that giving feedback is important, sometimes you might still be hesitant to do it, especially when it comes to giving corrective feedback. What are some of the reasons that you came up with that would cause you to be reluctant to give feedback to someone?
Look for:
- You fear an awkward situation
- You feel the person is already too stuck in his/her ways and feedback will not help
- You assume the person cannot handle the feedback
- You know from previous instances that the person resists feedback or does not act on it.
- You don’t want to jeopardize the relationship you have with that person
Once everyone participated and shared their ideas, make the following point:
Make the point:
Notice how most of these ideas and hurdles you came up with are self-constructed. Knowing that surrendering to these self-imposed ideas will cause you to fear the worst and will only shut you off from productive conversations so you need to start off by clearing such ideas off. In fact, sharing feedback on a regular basis, will give you more experience and you will get used to have these kinds of conversations. And finally having a good understanding of the most effective way to prepare and handle feedback will help you overcome these issues that may hold you back.
Thank the group and ask them to return back to their places.
Ask team B to come up to the front of the room and hang their flip chart.
Ask this group to share the ideas they came up with for what they can accomplish with feedback? What can feedback help them do?
Look for:
- Contribute to others learning and development
- Motivate and inspire others to higher levels of performance.
- Provide direction and show direct reports and colleagues that you are attentive to them and care about their performance.
- Show appreciation for a job well done.
- Redirect undesirable behavior
- Point out a more productive course of action.
Make the point:
Giving constructive feedback when it’s needed is essential to creating a productive work environment – If you give that feedback properly which is what we will learn in today’s class, it doesn’t have to threaten the relationship between you and the receiver of the feedback and the person will be able to use your input to improve his/her performance. A well-planned feedback discussion is an opportunity for you to share your observations with other about their job performance to elicit productive change.
Thank the group and ask them to return back to their places.
Ask team C to come up to the front of the room and hang their flip chart.
Ask group C:
thinking of a previous positive feedback interaction you had, what made it effective?
Look for:
- It had realistic expectations
- It was respectful
- It aimed to specific outcome
- It was a two-way conversation
- It was expressed as a point of view and not as an absolute truth.
- Gives an opportunity for follow-up
Make the Point:
Specific and honest feedback that’s backed up with evidence, will help others develop goals, make and reinforce positive changes, raise self-confidence, and spur action.
Thank team C and ask them to return to their places.
