Executive Directors do it all… How can WE do it even better? Facilitated by Rabbi Amber Powers, Executive Vice President of RRC/Jewish Reconstructionist Communities 2017-2018 Session #1

Welcome and Introductions Please share: Your name Your congregation How/when/why you became an ED “Pro and Grow” Pro: a recent success, accomplishment or source of pride Grow: a new or pressing challenge or area of weakness

Goals of the network Share our expertise and experiences Learn about available resources Deepen knowledge of best practices Build or strengthen relationship with colleagues Discussion: What other goals do you have? What would help make participating well worth your time?

Format of the network Welcome Quick Pro & Grow Text Study and Core Discussion Next Steps

Text Study and Core Discussion: Effective Feedback Characteristics of Effective Feedback: PROFESSIONAL- Feedback should always focus on behavior and work performance, never personality or personal characteristics. Take special care not to make comments related to “protected classes” including age or gender. SPECIFIC- Feedback should be specific and recent examples should be given. A particularly effective methodology is “SBI” Situation: describe the setting or context Behavior: describe the staff member’s behavior or action Impact: describe the impact the staff member’s behavior or action had on you, on other staff members, and/or on the organization ONGOING- The most useful form of feedback is regular feedback, not annual reviews. It is your responsibility as supervisor to give feedback within regular supervision meetings- supervision is not just for assigning tasks and troubleshooting.

Text Study and Core Discussion: Effective Feedback FAIR- All staff members should be held to the same standards. Take care not to play favorites. HONEST- Staff members deserve to know how they are doing and how they can improve. Avoiding or delaying giving negative feedback is ultimately neither kind nor helpful. BALANCED- Feedback is not just about addressing performance problems. Positive feedback is important too! Providing specific positive feedback helps staff members feel seen and appreciated and motivates them to continue to do good work. GROWTHFUL- Providing feedback does not mean telling your staff member what they should have done directly or how you would have done it. Leave space for them to be reflective and to generate their own ideas about alternative actions. DOCUMENTED- In most cases, you should write up a summary of feedback given orally, send it to the staff member in a timely way, and ask the staff member to acknowledge receipt of it.  

Text Study and Core Discussion: Effective Feedback How can these guidelines be adapted when giving feedback to… …a volunteer …a supervisor …a peer?  What is in your toolkit regarding effective feedback?

Reflection and Next Steps Additional resources posted soon at https://www.jewishrecon.org/networks/2017/executive-directors Scheduling future sessions Topic suggestions? Suggestions/requests? Be in touch! apowers@rrc.edu or 215-576-0800 ext. 150