In this this highly interactive workshop, we hope to reduce anxiety around delivering and receiving feedback. First, we’ll discuss what makes giving feedback such a challenge and then introduce several different frameworks and approaches that you can use to prepare and organize your feedback and your response. Then, we’ll practice together through a series exercises in a fun and safe setting. We’ll be swapping roles as we go along, so that everyone has equal opportunity to practice giving and receiving feedback.

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The Feedback
Effect
Nicole Spence-Goon & Julie Wyman

2. Story Time

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When feedback
turns…
destructive

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1:1
Feedback

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Agenda
1.Understand our own challenges and
fears when it comes to feedback
2.Improve our feedback delivery
• Learn a technique to reframe destructive feedback
• Learn how to provide impact feedback
3.Be able to respond openly & with
curiosity when receiving feedback

6. Feedback
Why?
is hard

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Small Group Discussion
1) Video
• What stood out to you?
• What felt true to your experiences? What didn’t?
2) Can you think of a time when you…
• Had feedback to give, but didn’t? What held you back?
• Gave feedback and it didn’t go well?
• Felt defensive about feedback you were given?

9. Feedback
Anti-patterns

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Lacking
specifics

11. Non-direct
feedback

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Not
timely

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Public feedback

15. Feedback Delivery

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Impact
Feedback

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Impact Feedback
What is it?
Like SBI (Situation-Behavior-Impact)
Feedback, you give feedback
from your perspective.
It allows you to have your emotional
needs acknowledged.
You must provide your feedback in
a timely manner.
Format Response
Thanks for bringing
this to my attention.
Thanks for making me
aware of the impact
this had on you.
When you
[person's behavior],
the impact on me was
[your reaction]

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Impact Feedback – Examples
When you cut me off in the team meeting, the impact on me was
that I felt like my voice wasn’t being valued and I got frustrated.
When you said my idea was too simple, the impact on me was that
I felt embarrassed in front of my peers.
When you complemented me for raising a project risk, the impact on
me is that it made me feel more comfortable and empowered to
contribute to the project discussions.

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Pair Practice:
Impact Feedback

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Practice Scenarios
First person scenarios:
1) You get asked to mentor a new team member
2) A team member waited until right before a
presentation was due to ask you for help
SWITCH
Second person scenarios:
1) You get asked to present in a high-profile meeting
2) A leader keeps shutting down each of your ideas
before you’re even able to finish
Reframe as
impact feedback:
When you
[person's behavior],
the impact on me was
[your reaction]

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Share your experience

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Constructive Reframing:
JUST FLIP IT.

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The Dark Place: Destructive Criticism
Got it?
Great.
Here's how
you fix it
You probably
should have
prepped
more
Your
presentation
could have
been better

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The Good Place: Constructive Criticism

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Transform Destructive into Constructive
Destructive
Constructive

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Judging Assuming Telling
One-way
conversation
Describing Asking Suggesting
Start a
conversation
Reframe your Feedback
Your presentation
could have been
better
You probably
should have
prepped more
Here's how
you fix it
Got it?
Great.
Not sharing
these ideas
will make it
difficult to convince
the client that...
In the
presentation, I
noticed you didn't
include these
2 key points
I'm curious, is
there a reason
you left out
these points?
Have you
thought of …
What do you
think of these
ideas?

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Pair Practice:
Constructive Reframing

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Practice Scenarios
Constructive
Reframing:
Describe
Ask
Suggest
Start conversation
First person scenario:
Your code format is terrible, so clearly you’re
not a great developer. Here's how you fix it...
SWITCH
Second person scenario:
You were spaced out in the meeting and you
didn’t show any initiative because you didn’t
speak up. I’ll just bring Tom next time instead.

29. Constructive Reframing:
debrief

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In general…
Start with positive feedback
Practice first – write it out or try
with someone else
Consider your audience and
their personality
Balance empathy and honesty

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The
Feedback
Fallacy
Marcus Buckingham
Ashley Goodall
FROM THE MARCH–APRIL 2019
ISSUE OF HARVARD BUSINESS
REVIEW
https://hbr.org/2019/03/the-
feedback-fallacy

32. Receiving Feedback

33. 6 Steps
Framework

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1. STOP your first reaction
2. REFLECT on the benefit of
getting feedback
3. LISTEN for understanding
4. Say THANKS
5. ASK questions to deconstruct
the feedback
6. Focus on what you LEARNED
6 Steps
Framework
Recap

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What's the
2% truth
that you can acknowledge in any
piece of feedback?

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Your response
impacts future
willingness to share
feedback with you.
We all need
feedback.

37. Self-reflection

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Wrapping up
Recap.
Takeaways.
Resources.

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Recap
1.Understand our own challenges and
fears when it comes to feedback
2.Improve our feedback delivery
• Learn a technique to reframe destructive feedback
• Learn how to provide impact feedback
3.Be able to respond openly & with
curiosity when receiving feedback

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Draw
out your
insights

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Resources
• Effective Feedback
• Radical Candor book
• Radical Candor video summary
• 4 Things to Do Before a Tough Conversation
• How Leaders Can Get Honest, Productive Feedback
• Receiving Feedback
• The Feedback Fallacy

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