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FEEDBACK, FEEDFORWARD & RECOGNITION

Tools of the virtuous leader

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GOOD TO KNOW

➤ This short introduction is a preparation for the training you will attend in a few days.

➤ Make sure you understand it and write down the questions you could have.

THANK YOU for joining us!

TIME

WELLNESS

Max. 20 min.

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ME AND YOUFeedback is challenging. Why? 1. No feedback = no life! 2. We need it because we are relationship beings. We are

always adapting ourselves to the environment and to others. Feedback is part of this adaptation process. Feedback is food given back! It’s vital. No food and sooner or later you die.

3. Feedback wakes up emotions, whether we want it or not. It seems risky and some managers prefer to avoid these emotions. They think it’s useless, or that the situation is obvious and do not require any comment. Most of the time it’s not. Keep in mind that no feedback is even worse than a poor feedback!

4. In relationships, there is a sender and a receiver. When you give feedback, you have to pay attention to the way the receiver gets it. You never know what is received, that’s the reason why you have to care.

Blah blah blah …

?!?

GIVER

RECEIVER

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Feedback is about PAYING ATTENTION.

Think about it. Why do people want to be seen? Why are some children doing stupid things? We, as human beings, hate indifference. Even when we say that we

don’t need attention, we appreciate to be recognised as « the one who doesn’t want

attention »!

And the first feedback we can

always give is THANK YOU

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WHAT IS FEEDBACK?Feedback is an information with a purpose made of verbal and non verbal details. Example: performance appraisal. Feedback is a part of a dialogue (which is not the same as two monologues)

Purpose of feedback: create a strong and healthy relationship with the receiver and in some cases the intention will be to help the receivers to achieve their goals. For example, reduce discrepancies between current attitudes/understandings/performance and goals.

When you give feedback, ask yourself: What will be the benefit for the receiver?

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WHAT IS FEEDBACK?It’s a powerful tool that boosts

self-reflection and improvement. Bad feedback makes others powerless,

impotent or disappointed. Good feedback allows to create a

collaborative environment.

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EFFECTIVE FEEDBACKMust help to answer ALL of these 3 questions:

Remind the goals and success criteria

Attitudes, values and mindset required to progress towards the goals

Activities to be undertaken to progress

Where are you going?

How is your mindset?

What’s the next step?

Before giving any feedback, ask yourself: What’s my inner driver / my intention right now?

For the receiver, of course!

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ARE THESE SENTENCES EFFECTIVE FEEDBACK?

➤ You are very good➤ Great job! ➤ You made a mistake➤ Awesome effort➤ I like to work with you➤ You help us a lot

All are important for the good relationships in a team. It is crucial to have an ongoing supportive communication but none of them are effective feedback.

Take just one minute and answer the question :

What’s missing? How could you improve the sentences?

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You are right, you are wrong

TRUE-FALSE FEEDBACK

Think about it. The last time someone told you you were wrong, did it really help? Sometimes yes, sometimes no. It’s not an effective feedback by itself. It depends on the context. If it has to be improved, keep in mind these 3 questions:

➤ why is it right or wrong?

➤ what attitudes or mindset drive the receiver to that situation?

➤ what can (s)he do next?

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EFFECTIVE FEEDBACK

➤ Supports self-assessment skills: it helps the receiver to see by him/herself what’s right or what needs to be improved. It helps to build an inner process to get better next time.

➤ Is solution-focused ➤ Asks questions like: what can you do differently to get a better

outcome? What's working? Where are you stuck? What will you do differently in the future?

➤ Reinforces self-awareness

Bad Good Helpful

Criticism Fault-finding

Compliment Feedback

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POOR FEEDBACK• Too many information• Talking too much (the receiver looses track)• Not focused on the goals• Not clear, not contextual• Based on your own fear or anger• Not supportive• Not giving time to the receiver to digest• Rewarding the performance or the results instead of the

efforts or the process• Judging (even positively)• Ask to do more effort without checking the strategies

behind

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THE POOREST FEEDBACK➤ "Don’t take it personally"➤ "No comment"➤ "Be more proactive » and all « be more …. "➤ "You are always … you never …. "➤All your body language attitudes that are seen

as unsupportive➤ "You are wrong. Full stop"

What are the benefits of proving that someone is wrong?It is far more productive to help people be right.

When you are driven by the need to prove that someone fails you are pushed by your ego, you are ego-centered, and the price for it is weaker relationships, and with time, a poor collective intelligence.

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WHAT’S THE MOST IMPORTANT ATTITUDE?

Before giving any feedback:

1. LISTEN and OBSERVE carefully 2. Does each member of your team (really) know that you

support them and that you want them to grow and to be successful?

3. Create a field of trust 4. Ask: May I give you some feedback?

Don’t deliver any feedback until you can honestly say you’re ready to give

it as an ally

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WHAT IS FEEDFORWARD?➤ Feedforward is about forgetting the past and focusing on the future

(forward). ➤ It is possible when the field of trust has been built. ➤ Judgement and criticism are excluded. ➤ It is done when someone asks for input. ➤ The main focus: helping others!

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WHAT IS FEEDFORWARD?Could we mix

FEEDBACK and FEEDFORWARD at the same time?

Let's talk about the answer during the upcoming training!

:-)

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FEEDBACK @ THE INTERNET AGE«  (…) we all suffer from attention deficit disorder, and it's in part attributable to the kind of exposure we have to digital devices. (…) "The kind of feedback that we get from them is immediate feedback and it's highly reinforcing, so it becomes like a drug. And in fact, it co-opts the same brain systems that are indicated in addiction."

Richard Davidson Professor of psychology & psychiatry @ University of Wisconsin-Madison

Oct 2014 http://www.huffingtonpost.com/2014/10/03/neuroscientist-richard-da_n_5923648.html?ncid=fcbklnkushpmg00000063

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HOW TO RECEIVE FEEDBACK?

Are you ready to receive feedback from your peers, your manager or even from your subordinates? Do you give them a chance to give you feedback? How do you receive - compliments? - criticisms? - suggestions of improvement?

Life is about a right balance between giving and receivingFEEDBACK

Feedback, even the poor one, can be considered as a gift.

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SELF-FEEDBACK, SELF-RECOGNITION

Don’t (always) count on others to tell you, you did a good job

At the end of each day take a few minutes for your own debriefing: what went well (note that we often focus first on what goes wrong) and what

needs to be improved. Do it objectively without judging yourself. We don’t have to be perfect. Because we know that there is only one important thing in life: Becoming a better human being every day!

I did it well !

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TEST

➤ What is feedback? ➤ What is an effective feedback? ➤ What is the most important attitude before

giving any feedback?

Try to answer the questions below without looking at the previous slides.

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You are now ready to attend the workshop. It could be that this short

introduction raises more questions in your mind. That's fine. We'd love to hear them

and answer together. THANK YOU

FEEDBACK, FEEDFORWARD & RECOGNITIONThis introduction to the training-workshop

has been brought to you by

www.coherence. l i fe

FEEDBACK, FEEDFORWARD & RECOGNITION

www.coherence. l i fe

Tools of the positive leaderAuthor: Frédéric Theismann Contributors: Brigitte Annet Alexia Dorczynski Sylvie Timmers Jacques Bouvy Corinne Diebold Fiora Theismann

For a complete workshop on this topic, contact us at hello@coherence.life

Credit Theme: Apple Keynote standard theme Drawings: Patti Dobrowolski and Fiora Theismann Illustration & Pictures: Pixabay and Shutterstock

Sources: This document has been built on our own experiences, experiments and also thanks to the contribution of many authors, researchers and leaders over the world. We can’t cite all of them but we are grateful for their learnings.

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