4. Question # 2
How do you find out if people want
positive or negative feedback?
5. About half of us want negative feedback
http://blogs.hbr.org/2014/03/do-you-need-to-lighten-up-or-toughen-up/
6. The other half of us want positive feedback
http://blogs.hbr.org/2014/03/do-you-need-to-lighten-up-or-toughen-up/
7. Giving feedback on what is not working
helps to avoid misunderstandings.
https://www.thoughtworks.com/insights/blog/distributed-development-enablers-part-1-people-0
8. Giving positive feedback helps strengthen
relationships and create a feeling of oneness.
https://www.thoughtworks.com/insights/blog/distributed-development-enablers-part-1-people-0
9. For a player - for any human being - there is
nothing better than hearing “Well done.”
http://hbr.org/2013/10/fergusons-formula/ar/4
Sir Alex Ferguson
10. Thank you. Great job. I really
appreciated your work on that project.
This takes less than 10 seconds to say.
http://www.forbes.com/sites/victorlipman/2013/02/09/in-praise-of-praise/
16. Expert coaches uniformly avoid overloading performers
with too much or too technical information.
They tell the performers one important thing they
noticed that, if changed, will likely yield immediate and
noticeable improvement.
http://www.ascd.org/publications/educational-leadership/sept12/vol70/num01/Seven-Keys-to-Effective-Feedback.aspx
22. 20 minute feedback session between 2 people
First, Person A gives feedback to person B for 10 minutes.
Person B listens.
Then person B gives feedback to person A for 10 minutes.
Person A listens.
Adapted from
https://www.agileconnection.com/article/strategies-encouraging-and-facilitating-team-feedback-sessions
23. 3 x 8 minute feedback sessions between 3 people
Each of the 3 feedback sessions consists of
4 minute giving feedback.
4 minute receiving feedback.
https://www.agileconnection.com/article/strategies-encouraging-and-facilitating-team-feedback-sessions
25. Compliment effort more than
complimenting intelligence or talent.
http://hbr.org/tip?date=091913
26. Praising effort helps build resilience
and determination, while praising talent
and ability results in risk-aversion and
heightened sensitivity to setbacks.
http://blogs.hbr.org/2013/12/building-a-feedback-rich-culture/
http://blogs.hbr.org/2012/01/the-right-mindset-for-success/
28. To reduce status threats when giving people
feedback, allow people to give themselves
feedback on their own performance.
http://www.your-brain-at-work.com/files/NLJ_SCARFUS.pdf