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Giving and Receiving Feedback: The Leadership Challenge Presented by: Dr. Barbara Vittitoe and Dr. Jim Wolford-Ulrich 22 July 2008 A Brown Bag Lunch Presentation.

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Presentation on theme: "Giving and Receiving Feedback: The Leadership Challenge Presented by: Dr. Barbara Vittitoe and Dr. Jim Wolford-Ulrich 22 July 2008 A Brown Bag Lunch Presentation."— Presentation transcript:

1 Giving and Receiving Feedback: The Leadership Challenge Presented by: Dr. Barbara Vittitoe and Dr. Jim Wolford-Ulrich 22 July 2008 A Brown Bag Lunch Presentation Prepared for USIS, Grove City, PA

2 Todays Presentation Introduction and purpose Leadership basics Feedback – basic concepts Feedback as part of a leaders practice –Giving feedback – the leadership challenge –Receiving feedback – the leadership challenge Implications – relevance to today Q & A Giving & Receiving Feedback2

3 Introduction & Purpose Who we are What we hope to accomplish: –Present an overview of an important organizational skill –Illustrate differences between leadership training and education –Give an online learning sampler Giving & Receiving Feedback3

4 4 Leadership Basics

5 What Leadership Isnt Leadership is often confused with –Power –Authority –Management –Administration –Control –Supervision 5Giving & Receiving Feedback

6 The Shifting Leadership Paradigm Old paradigm –Stability –Control –Competition –Uniformity –Heroic –Individual 6 New Paradigm –Initiate change –Empowerment –Collaboration –Diversity –Purpose-driven –Team Giving & Receiving Feedback

7 Leadership is an influence relationship among leaders and followers who intend real changes and outcomes that reflect their shared purposes. Rost, 1993, p Giving & Receiving Feedback

8 Leadership: Common Themes Core leadership ingredients: assumption of personal responsibility ability to articulate a preferred future (vision) emotional intelligence, including –intra-personal knowledge (self-awareness) and –interpersonal influence (other-awareness) tendency to act or decide with conviction Boyatzis, 1997, p

9 Leadership: Five Components 9 The leadership process is both interactive and dynamic. Leader Follower Process Context Outcomes Giving & Receiving Feedback

10 10 Feedback Basic concepts

11 Feedback... Is information: –Any difference that makes a difference (Bateson) Surrounds us, bombards us … –In the environment –In the marketplace –In society –In organizations Is necessary for adaptation and survival –Feedback is an invitation to adapt, to grow –Suppressing feedback leads to entropy and death 11Giving & Receiving Feedback

12 The Johari Window 12Giving & Receiving Feedback Unknown to YouKnown to You Known to Others Unknown to Others Blind Spot UnknownFacade Arena

13 Effects of Giving & Receiving Feedback 13Giving & Receiving Feedback Blind Spot UnknownFacade Arena Blind Spot UnknownFacade Greater openness Increased trust Fewer surprises Less game playing

14 Giving & Receiving Feedback14 Giving Feedback The leadership challenge

15 Giving Feedback Is a choice we make –Giving feedback sometimes takes courage Requires that we be observant –Its easy to notice things we dont like –Its also a valuable skill to recognize what we value and pass our appreciation along to others –It takes concentrated effort and imagination to identify what we do want (when it is absent) and to engage others in dialogue about how to achieve outcomes we collectively desire 15Giving & Receiving Feedback

16 The Art of Giving Feedback Assumptions –We care about our own, our teams and our companys performance –We take responsibility for effective communication –We respect others need for autonomy, intrinsic motivation, and self-direction A skill that we continually hone –Tailor the approach to the particular person –Act appropriately given the situation –Keep the big picture in mind –Encourage open, mutual feedback 16Giving & Receiving Feedback

17 17 Receiving Feedback The leadership challenge

18 Framing Feedback We Receive Feedback plays an essential role in leading ourselves to grow and make changes in our behavior Attitude Matters –Feedback can be a gift, regardless of the source –We are not our behavior. Be kind to yourself! –Guard against two natural tendencies: to rate our performance more highly than others do to blame others or circumstances when we fail 18Giving & Receiving Feedback

19 Mining Feedback for Gold Turning Feedback into Change –Understand the organizational norms on giving and receiving feedback –Design ways to get the feedback you need –Create a feedback-rich climate Feedback is the breakfast of champions -- Ken Blanchard 19Giving & Receiving Feedback

20 20 Implications Relevance to todays organizations

21 Todays Global Context Organizations: larger, flatter, more complex –Leadership is needed at all levels – not just the top –Leaders and followers who are sensing what is happening in their part of the organization / world and sharing that information with others A companys reputation is fragile –Employees need to speak out quickly whenever they see poor quality or service Retaining talent is critical –Abundant, open and balanced feedback supports a positive, performance-based culture 21Giving & Receiving Feedback

22 22 Your Questions? We appreciate your feedback!

23 Giving & Receiving Feedback23 For Further Learning:

24 Boyatzis, R. E. (1997). Management: A sociological introduction [Review of the book Management: A sociological introduction]. Human Relations, 50(4), Human Relations Luft, J. (1969). Johari Window. An experience in self-disclosure and feedback. In J. W. Pfeiffer & J. E. Jones (Eds.) A handbook of structured experience for human relations training. San Diego, CA: University Associates. Rost, J. C. (1993). Leadership for the twenty-first century. Westport, CT: Praeger. Vittitoe, B. J. & Wolford-Ulrich, J. (2006). Defining leadership [Narrated PowerPoint presentation]. Pittsburgh, PA: Duquesne University, School of Leadership & Professional Advancement. 24 References Giving & Receiving Feedback

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