Here is another activity to help you to extend your learning beyond what we we covered in 2017.
Being able to give and receive feedback is an essential part of managing performance - both ours and that of our teams and colleagues. But how many of us can honestly say we always speak our truth? How often do we solicit (and listen to!) the opinions of others?
Activity One: Feedback Skills
Purpose: Understanding how to give and receive feedback
- Ask the team why they think feedback is important and list the benefits. The goal is always to help the other person - either to help them to sustain behaviour or to improve performance.
- Ask them on a scale of 1-10 (1=terrible and 10=outstanding), how good you are as a team at giving each other feedback (think both motivational feedback and developmental).
- Remind them of the benefits they have identified and ask them to think of practical ways that you could collectively get better at giving feedback.
- Introduce the team to 3 models that help to give and receive better feedback – BOOST, AID and DERAC.
- Pair people up in a way that they can give each other some meaningful feedback.
- Ask them to think about both a piece of motivational and developmental feedback that they can give each other, give them a few minutes to prepare and then in their pairs they share their feedback (this may feel strange and uncomfortable but ask the team to be brave and experiment with it to see how it can be useful).
- In plenary, ask the team to share their reflections on what that felt like.
- Let the team know that feedback is essential to helping improve engagement and performance. Schedule in a session at your weekly team meetings and ask your team to prepare a piece of motivational and a piece of developmental feedback for one person in the team (as leader you prepare some for everyone so that you ensure everyone leaves having both given and received feedback).
- This can be repeated until you are providing each other with feedback on a spontaneous and regular basis