How Pro Camp Counselors Fill Their Feedback S’mores
Angela Dugan
July 27, 2021

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What words or feelings come to mind when
you get asked for “feedback?”

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“If you don’t have anything nice to say…”

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MIDWEST NICE IS A LIE

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Angela Dugan
High-Performance Team Coach
Values = Connection | Generosity | Trust
Passion = Helping humans be the best they can be
Location = Chicago
Quirks = Obsessed with Halloween, have chickens!
Email = angela@polaris.llc
URL = https://www.polarissolutions.com/
Twitter = @OakParkGirl

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Modern Software Solutions
Why do you need
App Modernization
Solutions
DevOps Enablement
Solutions
Azure Cloud
Solutions
Agile Enablement
Solutions
You deserve applications that work for you.
Software should make everything easier, not harder. The development process
should be smooth, and the end result should meet your objectives. Always

Angela@PolarisSolutions.com Twitter: @OakParkGirl URL:

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MIDWEST NICE IS A LIE

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MIDWEST NICE COMPLEMENTS
ALSO SUCK
MIDWEST NICE IS A LIE

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Reasons Our Brains Run From
Giving/Receiving Feedback
I don’t want the
other person to
get mad at me
or what I am
saying.
What if they cry,
or quit? I don’t
know how to
handle that kind
of conflict.
I don’t want
other people to
think that I don’t
know what I am
doing.
What if I’m doing
something
wrong? I don’t
want to get a
bad review, or
worse, fired!

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Fear of Challenging Ideas
A Fear of challenging
ideas or questioning
strategy, leading to
stressful rework, wasted
effort working on the
wrong things,
unexpected overtime,
maybe even burnout
Not Admitting You Need Help
No one admitting to
being blocked or
needing help and no one
challenging repeatedly
missed commitments,
leading to unmanaged
expectations, missed
deadlines, and unhappy
customers
No Criticism or Praise
A lack of constructive
criticism or praise
amongst team
members, leading to
unproductive conflict,
loss of morale, anxiety
about performance, lack
of trust, and
disconnection
How a Lack of Feedback Culture Can Manifest

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•
What Healthy Feedback Culture
Incubates
Healthy Feedback Culture is how companies and people
excel. Constructive feedback is a huge part of the journey
towards better, more satisfying work.
Teams fully invested in
each other’s success,
both as individuals and a
team
TEAMWORK
Realistic expectations
around what is
achievable, and healthy,
motivated striving to
meet expectations and
crush deadlines
REALISTIC EXPECTATIONS
A team that values and
publicly celebrates
successes, AND that
respectfully challenges each
other to do better when living
outside the team’s values
CELEBRATIONS

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1. Remember the prime directive
2. Take a page from the experts, maybe literally
3. Have a wing-man or wing-woman (ex: The Clint
Edmonson Memorial Pull-In)
4. “The story I am telling myself”
5. Find an easy to remember and use framework for
constructing feedback
Some Feedback “hacks”
*Don’t worry, Clint is alive and well!

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C
O
I
N
Create CONNECTION. Then explain
the CONTEXT of the feedback you
are about to give. What does it
relate to (the when and where of
the situation)?
Explain the behaviors you
OBSERVED that you want your
colleague to start., stop, or change
using specific and concrete
examples.
Explain the IMPACT that your
colleague’s behavior has had on
others or on the outcome and its
importance.
Discuss next steps and agree what
actions your colleague will take
and the time frame for their doing
so. Set expectations for the future.
“Hey John, I wanted to give you some input on
the meeting that you ran earlier today”
“I noticed you were talking super fast so that
you could hit all of the points in the agenda
without us running over the 45-minute
timebox”
“I noticed a few people starting to raise their
hands to comment, and then lowering them
to let you continue through the material”
“I was thinking, next time let’s block a little
more time for these kinds of discussions and
make sure to build in scheduled time for Q&A”

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“Leaders must either invest a
reasonable amount of time attending
to fears and feelings, or squander an
unreasonable amount of time trying to
manage ineffective and unproductive
behavior.”
~ Brené Brown, Dare to Lead: Brave Work
“Unspilling” the Milk

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Key Take Aways
Recognizing
“Midwest Nice” in
yourself and
others
Practice the
COIN model for
feedback, BOTH
with praise and
criticism
Challenge
yourself and
others to get
specific when
feedback feels
“fluffy” or
insincere
Seek the advice
of a good coach
who can help
you and your
team build up
feedback
muscles!

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Listen
To gain an
understanding of
the current state of
your feedback with
teams
Discuss
To explore the
possibilities and
outcomes from
more candid and
generous feedback
Recommend
Outline clear
actionable steps
that can be taken to
see results in 90
days
You
Commit 90 minutes
Team Polaris
Gives 90 minutes of
our expert advice
Our Offer – Polaris Virtual Feedback Session
WE CAN HELP!
Session Framework
HOW TO GET STARTED
1 2 3
Scan the QR code and fill
out the form
We will respond in 24 hours
to schedule your session
Enjoy your high-
performance team

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BONUS: The Little Book of Agile Metrics
The Little Book of Agile Metrics
In our FREE guide, learn how
Agile can transform the way
your business works.
• Learn how to plan
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every time

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