Expert Insights on Giving and Receiving Feedback

IN THIS COURSE

• 1.  Learning to Provide Amazingly Powerful and Balanced Feedback
  2m 50s
  Apply specific-negative (corrective) feedback only after you have given specific-positive feedback. FREE ACCESS
• 2.  Positive Feedback: Create Moments of Inspiration
  1m 30s
  Moments of inspiration can be pivotal to people. Remark on their accomplishments and positive attributes. Balance those moments with constructive feedback. Positive feedback is four times more powerful. FREE ACCESS
• 3.  Effective Feedback
  4m 33s
  To provide effective feedback; 1) explain why you are providing the feedback; 2) identify specific behaviors; with examples; 3) describe the consequences of those behaviors; 4) brainstorm a new behavior together; and 5) share your fears about providing the feedback. FREE ACCESS
• 4.  How to Give and Receive Upward Feedback
  3m 1s
  At meetings; present your ideas in a neutral way; as by asking if they are any good; and how they can be improved. You can also appoint others as topic leader; facilitator; and devil’s advocate. This will shake up the hierarchy and encourage more candor. FREE ACCESS
• 5.  Feedback in Person Only
  3m 45s
  E-mail is a tool that’s fine for sharing information. But as William Mitchell cautions; it’s a poor choice for giving feedback to employees. FREE ACCESS
• 6.  How to Get Honest Feedback at the C Level
  1m 45s
  CEOs should recruit a couple of confidants in the company; who tell them what’s really going on. Also; they should ask an open-ended question every time they meet someone. Over time; this demonstrates that they’re open to receiving news; both good and bad. FREE ACCESS
• 7.  Ask for Feedback
  3m 9s
  Leaders who ask for feedback are seen as more effective — stronger and more competent; not weaker. One manager would buttonhole an employee and say; “Tell me something you think I don’t know and don’t want to hear.” Clearly not fishing for a compliment. FREE ACCESS
• 8.  Getting Feedback and Enabling Success: Ask 'How Am I Doing?'
  4m 1s
  Steve Strout shares an exercise he did upon his one year anniversary with the organization to elicit open and honest feedback. As a leader you're there to help employees be successful. In order to do that you must ask them "How can I help you be more successful?" FREE ACCESS
• 9.  How to Find Your Blind Spots
  3m 46s
  First you must be open to feedback; that requires a safe environment. After that; techniques include 360 feedback; with outsiders; feedback from multiple sources; and feedback from trusted friends. You also need to reject a fixed mindset in favor of a growth mindset. FREE ACCESS
• 10.  To Be Better; Ask For Input
  5m 1s
  You cannot be better on your own. Being better means asking others "What can I do to be better?" FREE ACCESS
• 11.  Responding to Feedback
  3m 57s
  Keep your response to leadership feedback positive; simple; focused; and fast. Say thank you and avoid promising to change what you cannot. FREE ACCESS
• 12.  Treat Feedback As Data
  1m 10s
  When you depersonalize feedback you can view it as data; not as someone who is attacking you. FREE ACCESS
• 13.  Understanding Feedback
  2m 40s
  At her first job out of grad school; Patricia Crull was given enormous amounts of feedback; a habit she has adopted for herself and taken with her throughout her career. FREE ACCESS
• 14.  Creating a Feedback Group
  2m 8s
  The best way to start a group is to pick two friends you like to be with; then invite others to form a group of about 6-8 people. The group should start with a two-day off-site retreat; to break down barriers. Once they get going; groups can meet via Skype or other media. FREE ACCESS
• 15.  Characteristics of Feedback Groups
  2m 43s
  Feedback groups described in the book “True North Groups” are voluntary; with diverse viewpoints and experiences; that provide honest feedback for each other. A set of twelve topics is recommended for the first twelve meetings; dealing with personal life experiences. FREE ACCESS
• 16.  Better Feedback
  3m 58s
  The negative stereotypes about giving and receiving feedback needs to change. FREE ACCESS
• 17.  Feedback Swing: The Key to Giving Good Feedback
  3m 46s
  When giving feedback, leaders need to consider swing—the tendency of a person’s mood to swing positively or negatively in response to feedback. Otherwise, even the best feedback can be useless. FREE ACCESS
• 18.  Feedback Fatigue: Too Much of a Good Thing
  2m 49s
  Feedback is essential for growth and development, but too much feedback can stifle engagement and performance. Learn to prevent feedback fatigue. FREE ACCESS
• 19.  Receiving Feedback
  2m 32s
  Receiving feedback with a positive attitude and growth mindset is preferable to acting defensively. FREE ACCESS
• 20.  Giving Evidence: Reacting to Poor Performance
  3m 4s
  Sometimes your reports fail to deliver and don’t live up to expectations. Handling this can quickly turn into a difficult situation. Discover how you can prepare for this by gathering evidence. FREE ACCESS
• 21.  Feedback: Moving from Fear to Courage
  3m 28s
  Feedback is essential in any organization. It drives continuous improvement and enables people to reach their potential. However, it must be approached with courage, not fear. FREE ACCESS
• 22.  The Five Characteristics of Effective Employee Feedback
  2m 41s
  Employee feedback is often tied up with notions of positive versus negative feedback. But feedback, at the end of the day, is just information. Its purpose is to influence future actions, so it must be shared in a way that can be received and acted upon. If not, it’s a missed opportunity for you and your employee. FREE ACCESS
• 23.  Giving Feedback Effectively
  2m 36s
  Often, when you give feedback, you tell the other person what you think. However, you should instead focus on the facts and what you observed. Find out how to give feedback effectively. FREE ACCESS