1-1 Team Feedback

Elabor8 Lunch & Learn, 18/07/2016

Victoria Schiffer Agile Coach @ SEEK@Erdbeervogel

Image by nishimuraya.kinosakionsen https://www.flickr.com/photos/kinosakionsen/21721055119

What did you have for breakfast this morning?

Image by nishimuraya.kinosakionsen https://www.flickr.com/photos/kinosakionsen/21721055119

Feedback is the breakfast of champions. - Ken Blanchard

Image by nishimuraya.kinosakionsen https://www.flickr.com/photos/kinosakionsen/21721055119

Why?

Image by Allegory Malaprop https://www.flickr.com/photos/a_malaprop/14406364351

Code TDD, CI

Project/Product Stand up, showcase, metrics/data

Team Retrospective, Burndown charts etc.

Manager - Individual 1-1s, Perf Review

Individual - Individual ???

Why: Common Feedback Tools

Based on Feedback slides from Greg Dziemidowicz

Based on "The Blind Men and the Elephant" by John Godfrey Saxe (1816–1887) Image source: unknown

Why: Blind Spots

Hidden Self

Information about you that

Neither you norOthers know

Hidden Self

Information about you that

you Know But Others don’t know

Open Self

Information about you that

both you &others know

1955, by Joseph Luft & Harrington Ingham

Public Knowledge

Why: Johari Window

PrivateUnknown

Known to Self Unknown to Self

Kn

ow

n t

o O

ther

sU

nk

no

wn

to

Oth

ers

Blind Spot

Information about you that

You Don’t know But Others Do Know

Blind Spot

—> Feedback

Why: Different Personalitites / Leverage Diversity!

Image by woodleywonderworks https://www.flickr.com/photos/wwworks/14908999104

Effective Feedback Strengthen Confidence

or Improve Effectiveness

for the recipient

Why: Effective Feedback

Patrick Kua: Tightening the Feedback Loop

- Culture of Learning - Trust in the Individuals & Team- More constructive Discussions- Better Outcomes

Why: Benefits

Image by woodleywonderworks https://www.flickr.com/photos/wwworks/6320539775

But it’s so hard!

Image by mertie. https://www.flickr.com/photos/100780486@N02/16720344753

“Sometimes the tightest teams are the most reluctant to do this, even when the feedback is clearly constructive, because they don’t want to risk the positive emotional environment that exists, which they probably value greatly.”

Patrick Lencioni - 5 Dysfunctions of a Team

“I’ve found that the most effective way to overcome this hesitance is to help people realize that when they fail to provide peers with constructive feedback they are letting them down personally.”

Patrick Lencioni - 5 Dysfunctions of a Team

How? (Giving)

How: Giving & ReceivingImage by tehbieber https://www.flickr.com/photos/tehbieber/4689967166

How: Feedback is a Gift

Image by Kalexanderson https://www.flickr.com/photos/kalexanderson/8230171182

How: Assume a Positive IntentionImage by berkuspic https://www.flickr.com/photos/44073224@N04/23334731896

Regardless of what we discover, we understand and truly believe that

everyone did the best job they could, given what they knew at the time, their skills and abilities, the resources available, and

the situation at hand.

Feedback Retrospective Prime Directive

How: Feedback Prime DirectivePatrick Kua: Tightening the Feedback Loop

How: Make it Safe!

Image by ADTeasdale https://www.flickr.com/photos/adteasdale/4996770948

How: Give Feedback in Private

Image by hepp https://www.flickr.com/photos/hepp/15594981883

How: Check if now is a good time!

Image by allan.rotgers https://www.flickr.com/photos/122662432@N04/13740073235

TimeEvent 1 Event 2 Event 3

Feedback Feedback Feedback

Wednesday, 10 November 2010

TimeEvent 1 Event 2 Event 3

Feedback

Wednesday, 10 November 2010

How: Timely FeedbackPatrick Kua: Tightening the Feedback Loop

How: Focus on Observed Behaviours

“You hate pairing”

“You think you’re

so good!”

“I can’t work with

you anymore”

Patrick Kua: Tightening the Feedback Loop

“You hate pairing”

“I(can’t(work(with((you(anymore”(

“Yesterday,(when(we(paired(on(that(story,(you((laughed(at(my(sugges;on(on(doing(X.(I(felt(quite((upset(and(

beliTled”(

“You(think(you’re((so(good!”(

Patrick Kua: Tightening the Feedback Loop

Behaviours

Attitude

Values

Patrick Kua: Tightening the Feedback Loop

How: Not too much!Image by kourtlynlott https://www.flickr.com/photos/kourtlynlott/8412159798

First you ignored wha t I said

And then you said t h a t

And then you s h o o k your f i s t

And then you raised your voice

And t h en...

And then...

And then...

And then... Annd dthen...tAhnd et hnen....

Patrick Kua: Tightening the Feedback Loop

Make it a

conversation

By kmndr http://www.flickr.com/photos/kmndr/3857967490/ Patrick Kua: Tightening the Feedback Loop

Feedback Formula

1. Observed Behaviour (specific time)

2. Perceived Impact

3. Let’s Discuss (Explore Intent)

4. [Suggested Solution]

5. [Discussed Solution]Patrick Kua: Tightening the Feedback Loop

An Example - Feedback Formula

1. A: “You’ve been late for our last 3 standups.” Observed Behaviour

2. A: “You’re missing updates from the team and we don’t know how you’re doing.” Perceived Impact

3. A: “Could you share what made you miss the standups?”B: “My husband is away and I have to drop my daughter off at daycare in the morning.” Let’s Discuss / Explore Intent

4. A/B: “Maybe we could talk to the team and move our standup time this week?”Solution

Based on Feedback slides from Greg Dziemidowicz

How? (Receiving)

Nobody$gives me feedback

Image by Josep Ma. Rosell http://www.flickr.com/photos/batega/3775180564/ Patrick Kua: Tightening the Feedback Loop

Giving & ReceivingImage by tehbieber https://www.flickr.com/photos/tehbieber/4689967166

Ask for Feedback!Image by deanwissing https://www.flickr.com/photos/deanwissing/2882926426

Don’t

Defend

Image by kevinmarsh http://www.flickr.com/photos/kevinmarsh/488971581 Patrick Kua: Tightening the Feedback Loop

And then... But... And (then. . . (

And (then. . . ( #And ##

then. . . #

B u t . . . (

B u t . . . (

B u t . . . (

Patrick Kua: Tightening the Feedback Loop

Seek

Clarifications

Image by jonathanb1989 http://www.flickr.com/photos/jonathanbeard/3196536843/ Patrick Kua: Tightening the Feedback Loop

Ineffective feedback

You are great!

Your code sucks

You should talk less

Patrick Kua: Tightening the Feedback Loop

How: Giving & ReceivingImage by tehbieber https://www.flickr.com/photos/tehbieber/4689967166

An Example - Ineffective Feedback & Formula

A: “You should care more.”B: “Could you explain please? What have I done to make you think I don’t care?”Ask for Clarification

1. A: “You’ve been late for our last 3 standups.” Observed Behaviour

2. A: “You’re missing updates from the team and we don’t know how you’re doing.” Perceived Impact

3. A: “Could you share what made you miss the standups?”B: “My husband is away and I have to drop my daughter off at daycare in the morning.” Let’s Discuss / Explore Intent

4. A/B: “Maybe we could talk to the team and move our standup time this week?”Solution

Based on Feedback slides from Greg Dziemidowicz

Say thanks Image by Sam_Butler http://www.flickr.com/photos/sam_butler/2475148271 Patrick Kua: Tightening the Feedback Loop

Take Action

Image by tableatny http://www.flickr.com/photos/53370644@N06/4976490816/ Patrick Kua: Tightening the Feedback Loop

Recap

Effective Feedback Strengthen Confidence

or Improve Effectiveness

for the recipient

Why: Effective Feedback

Patrick Kua: Tightening the Feedback Loop

1. Observed Behaviour (specific time)

2. Perceived Impact

3. Let’s Discuss (Explore Intent)

4. [Suggested Solution]

5. [Discussed Solution]Patrick Kua: Tightening the Feedback Loop

- Culture of Learning - Trust in the Individuals & Team- More constructive Discussions- Better Outcomes

Why: Benefits

Image by woodleywonderworks https://www.flickr.com/photos/wwworks/6320539775

Experiment!Practice makes perfect.

Image by ♔ Georgie R https://www.flickr.com/photos/funfilledgeorgie/14895313189

Experiment - IdeasRegular Team 1:1 Feedback Sessions- start with 1-2 weekly initially for learning - will become more natural over time

- Give ChoicePeople can use their regular times for

1. Role-play a scenario OR 2. Give real feedback (positive or constructive) 3. Share something about yourself / have a chat

- 30 mins every 1-2 weeks - book multiple meeting rooms people can use - people meet in 10 min slots for feedback - consider making it fun for people to

- put up their feedback pairs on a time matrix- keep a feedback matrix

1-1 Speed Feedback

Image by MikeCrane83 https://www.flickr.com/photos/mike_crane/5187729003

Room A Room B Room C Room D

2pm - 2:10pm

Jane & Bob Jim & Sally Laura & Robyn

2:10pm - 2:20pm

Sally & Bob

2:20pm - 2:30pm

Robyn & Jane

1-1 Feedback Rooms & Times

Jane Jim Robyn Sally Laura

Jane - √ √

Jim √ - √

Robyn - √

Sally √ √ -

Laura √ -

1-1 Feedback Matrix

Take Baby Steps!Image by Jim Larrison https://www.flickr.com/photos/larrison/5464064114

“Triumph is just a little umph added to try.” (Tim Owens)

Image by stannate https://www.flickr.com/photos/stannate/3912535987

An exerciseImage by news https://www.flickr.com/photos/neys/2301753610

1. (Constructive Feedback) You’re in a meeting and notice that someone is often checking theirphone and not appearing to pay attention to the meeting.

2. (Positive Feedback) One of your most opinionated team members has recently been spending time listening to other people’s viewpoints about a tech solution, has taken on board their views and worked towards a shared decision.

3. (Constructive Feedback) One of your team members has been negative for quite a while now and seems very sarcastic about the process. All they do is complain, but don’t suggest alternatives or take ownership of making or inspiring a change.

Feedback Scenarios

Feedback is the breakfast of champions. - Ken Blanchard

Image by nishimuraya.kinosakionsen https://www.flickr.com/photos/kinosakionsen/21721055119

1-1 Team Feedback

Elabor8 Lunch & Learn, 18/07/2016

Victoria Schiffer Agile Coach @ SEEK@Erdbeervogel

Thanks :o)