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Dr Janet Smith Associate Professor The Education Institute, University of Canberra May, 2012 Giving and Receiving Feedback ACT Education and Training Directorate.

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Presentation on theme: "Dr Janet Smith Associate Professor The Education Institute, University of Canberra May, 2012 Giving and Receiving Feedback ACT Education and Training Directorate."— Presentation transcript:

1 Dr Janet Smith Associate Professor The Education Institute, University of Canberra May, 2012 Giving and Receiving Feedback ACT Education and Training Directorate Leadership Conference

2 Ronald Heifetz If leading were all about giving people good news, it would be easy Leader To Leader Journal, Leading with an Open Heart, No.26, Fall 2002

3 Meg Wheatley Relationships are all there is. Turning to One Another, 2009:23

4 Some Questions How do you mostly feel about giving Feedback? 2. How do you mostly feel about receiving Feedback? 3. What is your greatest fear about giving corrective feedback to others? 4. What skills do you feel you need to learn to do a better job at giving feedback?

5 Susan Scott While no single conversation is guaranteed to change the trajectory of a career, a company, a relationship, or a life – any single conversation can. Fierce Conversations, 2004:xix

6 Fierce Conversations Model Preparation 1 Name the issue. 2 Select a specific example that illustrates the behavior or situation you want to change. 3 Describe your emotions around this issue. 4 Clarify why this is important — what is at stake to gain or lose for you, for others, for the team or organization. 5 Identify your contribution(s) to this issue (if any). 6 Indicate your wish to resolve the issue. 7 Invite your partner to respond.

7 Fierce Conversations Model Interaction 8 Inquire into your partner’s views. Use paraphrasing and perception check. Dig for full understanding; don’t be satisfied on the surface. Make sure your partner knows that you fully understand and acknowledge his/her position and interests. Resolution 9 What was learned? Where are we now? What is needed for resolution? What was left unsaid that needs saying? Have we moved? What is our new understanding? How can we move forward from here, given this new understanding? 10 Make a new agreement and have a method to hold each other accountable for it. Susan Scott, Fierce Conversations, 2004:254


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