Virtual Workout May 2020 Release 2 0 Overview

Virtual Workout May 2020 Release 2. 0

Overview § Welcome and introductions § Context setting § Why feedback is important § Giving and receiving feedback § Creating a feedback culture

Context

Transition

Reflection Topics • Your experience giving feedback to your team. • What have you done to embrace a culture of honest feedback? • Have you had any feedback on your leadership as a manager of people? More specifically (Development & Action Guide pages 4 -5): • When and how do you give feedback to your team? • When have you given feedback and it didn’t go well? What did you learn from that situation? • How have you encouraged your team to give you feedback? • Have you received feedback which you didn’t receive well? What was the feedback & impact? • Describe a time you were given feedback from a people leader that impacted you. • What made this feedback so great? • How will this impact you as a people leader and how you give feedback to your team?

Impromptu feedback

How to give candid feedback

The Engaged Feedback Checklist

SBI feedback model

Giving feedback Activity: 1. Look at the scenario below 2. Type an SBI statement in the chat window (do not post it until I call on you) Scenario: A team member has not been contributing to discussions in team meetings.

Giving feedback Activity: 1. You will now be invited one by one to post your SBI statements and nominate a person to read it aloud to the group. 2. When reading your colleague’s statement, you can choose tone and body language but don’t change any words.

Giving feedback Activity two (in breakout rooms) 1. We will agree on a scenario as a whole group. Then, in your breakout room: 2. Write your feedback statement and practice giving the feedback to the people in your breakout group. 3. Each person should have a turn, the rest of the group can give any feedback. 4. Decide on at least one SBI statement to be typed into Chat when you return to the main room.

Giving feedback Activity (in pairs) 1. Use your high-level scenario from your development and action guide (pages 14 and 17). 2. Briefly explain the situation to your partner (30 - 60 seconds). 3. Practice giving the feedback to your partner. 4. Discuss what worked and where you can improve.

Receiving feedback Activity In your Development and Action Guide (on page 19) you planned for an opportunity to get feedback from your team. Discuss your intentions: 1. What have you planned? 2. How are you going to prepare yourself to receive both requested and impromptu feedback from your team? 3. Have you received any feedback yet? If so, share how it went, and what you are doing (or going to do) to act on the feedback.

Creating a culture of feedback Activity Discuss and note down your ideas for enabling a feedback friendly culture in your team. Be prepared to share your ideas with the main room when you return.

Advice from the public service

Advice for future new people leaders (option 1) In your breakout group: 1. Think about the top two or three pieces of advice around Feedback that you would give to a new people leader. 2. Come back to the main room and share your advice for new people leaders by typing your suggestions into Chat. 3. These can then be provided for future participants.

Advice for future new people leaders (option 2) In your breakout group: 1. Think about the top two or three pieces of advice around Feedback that you would give to a new people leader. 2. Share your advice for new people leaders by recording snippets on your phone. 3. Send the recording to your facilitator. 4. These can then be played in future Workouts for other participants to listen to.

Reminder

Any questions?