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Foundations of Team Leadership 7a-1 1 Foundations of Team Leadership The Art of Feedback.

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Presentation on theme: "Foundations of Team Leadership 7a-1 1 Foundations of Team Leadership The Art of Feedback."— Presentation transcript:

1 Foundations of Team Leadership 7a-1 1 Foundations of Team Leadership The Art of Feedback

2 Foundations of Team Leadership 7a-2 2 Feedback should always be in relation a Shared Goal or because one has been asked to provide it There is no other reason to undertake feedback- and to do so otherwise is risky Feedback should always be done with utmost careful preparation & respect. Provide it to others with the same spirit as you would provide it to a superior face-to-face Feedback Is Always Accurate- Weighed & Carefully Prepared - Foundations of Team Leadership

3 Situation Behavior IMPACT Feedback ALWAYS!

4 Foundations of Team Leadership S pecific & Behavioral M easurable/ Observed A ctionable R equested/ Required T imely S M A R T Feedback x

5 Foundations of Team Leadership SBI Plus FORMULA DATE: __________________________. TO: PERSON RECEIVING THE FEEDBACK : ___________________________. FROM : PERSON GIVING THE FEEDBACK: ___________________________ ( SITUATION & BEHAVIOR- SBI Interventions) What I saw you do/say… ______________________________________________________________________________________________________________ ( IMPACT-OBSERVATION- SBI ) The impact it had on me was… The reaction I saw others having was… ______________________________________________________________________________________________________________ ( INTENT- MENTAL MODELS-LADDER OF INFERENCE –GENUINE INQUIRY) I am assuming that your intent/what you meant to do was …was it? ______________________________________________________________________________________________________________ ( GOAL ALIGNMENT-EQ) Moving forward, what might be helpful (for me) is if you could do differently … ______________________________________________________________________________________________________________ Feedback

6 Foundations of Team Leadership 7a-6 6 Foundations of Team Leadership Feedback for One Self ( When Desired or Required )

7 Foundations of Team Leadership 7a-7 The Leadership Journey of Self Discovery

8 Foundations of Team Leadership INTENTINTERVENTION IMPACT FEEDBACK + REFLECTION Inner Outer Individual Focus Awareness

9 9 Johari Window Known To SelfNot Known To Self Known To Others Not Known To Others Known To Others Not Known To Others Known To Self Not Known To Self OpenBlind HiddenUnknown To AllTo Me To YouTo All Transforming the Way We Work and Learn Together HRSLOFoundation of Team Leadership

10 Foundations of Team Leadership Feedback & Coaching of Others Team Leader to Team Member

11 Foundations of Team Leadership 7a-11. Through effective coaching, the team Leader fosters team effectiveness- strengthening individual team members and enhancing the overall teams ability to get things done better Coaching: Develops the professional capacity of team members, especially of those new in the Bank Builds the confidence and self-esteem of people in the team, so they can take on more responsibility and tackle more challenging roles Deepens the teams capacity to navigate through ambiguous, complex and dynamic situations by providing extra support when needed The Team Leader as Team Coach

12 7a-12 Foundations of Team Leadership Positive Feedback Good team leaders look for things To provide positive feedback about ! Constructive Feedback Focus constructive feedback on improvement, not on blame! The Skill to Give & Receive Feedback Is Key to Effective Coaching Two Types of Feedback Foundations of Team Leadership

13 7a-13 Foundations of Team Leadership Team Leaders as Coaches A Special Role Should Be: Generous about developing team members Systematically give credit, acknowledge, and appreciate others Encouraging of team learning Motivate individual members to stretch into Continuous Improvement Foundations of Team Leadership

14 7a-14 Foundations of Team Leadership Before Giving Feedback Frame feedback as mutually beneficial exchange –Using feedback as developmental tool (safe environment) –Or as a helpful process for effective team work Do Your homework- Check your facts Do Not Give Feedback To punish, embarrass or putdown a person When irrelevant to the task When too late to do any good When issues are beyond persons control When feedback is vague and incomplete Foundations of Team Leadership Team Leader Feedback to Team Member

15 7a-15 Foundations of Team Leadership Constructive Feedback should –Follow strict rules of protocol –Be given in the spirit of Continuous Improvement –Refer back to shared goals of the team/project Badly done Constructive Feedback can have demotivating and unproductive consequences for the individual and for the team If feedback is inappropriately conducted in matters touching Race, Gender, Ageism, Culture, Religion etc. - can have serious consequences Feedback should always be undertaken judiciously and sensitively, but especially when team leaders have no authority to hire, fire or do OPEs Team Leader Feedback to Team Member Foundations of Team Leadership

16 7a-16 Foundations of Team Leadership Appropriate Criteria for Feedback Be clear about work expectations Frame feedback as mutually beneficial exchange Do your homework on facts When it is irrelevant to the task When it is too late to do any good When issues are beyond persons control When your feedback is vague and incomplete Dont Address After FactDo Before Hand Foundations of Team Leadership

17 7a-17 Foundations of Team Leadership Be Sensitive: Timing and place Given at a time when person can focus on the feedback Timely feedback close to the observed incident-behavior Issues of public face and confidentiality Is given discretely & ensures that no one is publicly embarrassed Providing balanced feedback Offers positive feedback as well as constructive feedback to help provide a balanced perspective Showing empathy for receiver of the feedback Expresses empathy (genuine) when perceive discouragement Coaching Guidelines Foundations of Team Leadership

18 Feedback & Peer Coaching Feedback Peer to Peer

19 7a-19 Foundations of Team Leadership Positive Feedback –Is usually welcomed Positive and Constructive Feedback Constructive Feedback Is not necessarily welcomed Should be given only –The person asks for it (requested) or gives permission –A person has a right to give it (Team Leader or Superior) Foundations of Team Leadership

20 7a-20 Foundations of Team Leadership WHEN Interacting Refer to the behavior in reference to the agreed team goals or understanding between both of you provide feedback. Do not be judgmental or preach just describe how you have been affected.. Help the person understand their IMPACT. Describe the behavior they were doing and its effect on you… WORDS to USE Own your statements – use the pronoun I and avoid the use of the word YOU when giving feedback for development purposes. RATHER than You are an unsupportive team member. Perhaps you might say-I felt let down because I had to rush on the paper because your section was so late… Own Your Comments Foundations of Team Leadership

21 FOUNDATIONS OF TEAM LEADERSHIP Feedback Form What I saw you do/say… _____________________________________________________________________________________________________________________ _____________________________________________________________________________________________________________________ The impact it had on me was… The reaction I saw others having was… _____________________________________________________________________________________________________________________ _____________________________________________________________________________________________________________________ I am assuming that your intent/what you meant to do was …was it? _____________________________________________________________________________________________________________________ _____________________________________________________________________________________________________________________ Moving forward, what might be helpful (for me) is if you could do differently … _____________________________________________________________________________________________________________________ _____________________________________________________________________________________________________________________ Peer Appreciation & Feedback


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