Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Feedforward
Interesting TalksJoshua Spodek
March 14, [email protected]
www.joshuaspodek.com
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
What brought you here?
Introductions
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
To improve yourself—behavior-related
To improve professional relationships
To improve personal relationships
Fewer and shorter arguments
To turn disagreements into personal growth
To understand why it works
To get to know people faster
To meet similar-minded people
To create mentors out of relationships
Needs as understood
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
About me
About Marshall
What Feedforward is and how to do it
You'll do it
Review what's happening and why it works
Fifteen-minute break
More, for those who want it
Questions
Agenda
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
CV credentials
PhD
Satellite
Entrepreneur
MBA
Esquire “Best and Brightest”
Executive/personal coach
NYU Adjunct; Columbia Business School lecturer and coach
Author/Blogger—www.joshuaspodek.com
Columnist for Inc.
Joshua Spodek
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Pioneered 360-feedback
Profiled in New Yorker, HBR, Forbes
Named #1 leadership thinker in world; awards from Times, Forbes, Economist etc
#1 NYT, WSJ bestselling books
Worked with Peter Drucker and Frances Hesselbein
Taught at Dartmouth
Top client: Alan Mulaly, as CEO increased Ford's share price 18 times
Personal mentor
Inspired me to create small, simple exercises at heart of leadership success
Marshall Goldsmith
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Feedback is essential for self-improvement, but has some problems.
People don't like to give negative feedback, so we discount positive feedback.
Can't change the past.
Feedback
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Create a way to get feedback but without triggering judgment and making it useful for present and future
Embody it in a script
Practice the script to get the principles and habit
(I'm amazed at how well-crafted the script is, especially after ten years)
Feedforward principles
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
1. Identify something behavior-related you want to improve—e.g., public speaking
2. Identify a person who can help and why they would be helpful—e.g. the person has seen you and others speaking in public
3. Say to him or her: “I'd like to improve my public speaking. You've seen me speak in public and others whom you liked. I wonder if you could give me two or three pieces of advice that could help me improve?”
4. Write them down. Clarify if necessary. Do not evaluate.
5. “Thank you”
Optional: ask for accountability
Example. Volunteer?
Feedforward “recipe”
http://www.marshallgoldsmithlibrary.com/cim/articles_display.php?aid=110
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Think of something behavior-related you want to change—ideally that the person next to you can help you with
Find someone, give and get feedforward, then repeat with someone new
Quantity to get quality
Try to get most interactions in ten minutes
Follow the script. Practicing do re fa mi so la do ti doesn't help you learn piano.
Your turn
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
1.Identify something behavior-related you want to improve
2.Identify a person who can help and why they would be helpful
3.Say to him or her: “I'd like to improve my [X]. You've seen me [do X] and others whom you liked. I wonder if you could give me two or three pieces of advice that could help me improve?”
4.Write them down. Clarify if necessary. Do not evaluate.
5.“Thank you”
Optional: ask for accountability.
Feedforward “recipe”
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
If you could pick one word to describe the exercise, what would you pick?
How many people got useful advice?
How many people plan to implement some of the advice?
How many people want to see if they will use your advice?
How many people felt bad about being judged?
How many people felt good about the advice they gave?
How many people felt like an expert when giving the advice?
Exercise review
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
1.Identify something behavior-related you want to improve
2.Identify a person who can help and why they would be helpful
3.Say to him or her: “I'd like to improve my [X]. You've seen me [do X] and others whom you liked. I wonder if you could give me two or three pieces of advice that could help me improve?”
4.Write them down. Clarify if necessary. Do not evaluate.
5.“Thank you”
Optional: ask for accountability.
Script analysis
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Regular professional development
Personal development
Management review with double application
Think of manager's impression
You led a usually challenging situation into one where they didn't need to do the hard work
You are taking responsibility
They feel vested in your success. They will help
Resolving conflict: disarming
Networking
Applications
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Unconscious competence at continual development while developing relationships
See caustic effects of judgment and how to avoid them
Get mentors
The rest of the needs as understood
Long term results
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
So far,So far,Tip of the icebergTip of the iceberg
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Marshall and I partnering on my courses
History with Marshall
Studied in business school, met the next year, learned Feedforward and No, But, However
Contrasted his technique with lecture, case study, and biography
Short, simple exercises based on theory and experience
Results: fast, experiential, enduring, not memorizing facts, immediate
Instead of analyzing, fixing
Update from yesterday
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Learning leadership a passion since business school
Friends prompted me to coach and write
Began coaching, writing, and giving seminars
Evolved into teaching and coaching at Columbia and NYU
Noticed the difference between experiential and traditional learning
Nearly every course and book I found taught traditionally: principles of leadership, laws of leadership, biography
Yet leading is not a traditional academic subject. It's active, social, emotional, experiential, and performance based
New passion: how to teach in such a field
Meanwhile, coaching led to creating more exercises like Marshall's
Between then and now: How to teach
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Years of exercise-based coaching led to curriculum
Two tracks emerged: Leadership and Coaching
NYU hired me to teach both
Updated Marshall
He endorsed and now wants to partner
I've been using the same technique I teach, both in creating courses (entrepreneurship) and partnering (leadership)
Online experiential, exercise-based courses
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Student gets exercise
Work on exercise with people they care about on matters they care about
Unique, personalized experience, facing emotional and social challenges
Instead of telling you answers, giving experience where you discover them
You'll be able to teach others as well as I can (with enough practice)
Reflect and post reflections to forum
Read others' reflections, developing community and learning from each other
Hear conversation between me and Chris
The iceberg: Course structure
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
I hope you get value from Feedforward
I've used it nonstop for a decade. Marshall built his career on it.
For those who want comprehensive courses based on that structure:
Two courses: Leadership and Entrepreneurship
Instead of learning about leadership, learn to lead
Courses
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
From joshuaspodek.com, click “Courses”
Courses
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Same exercises, same software, same order
They get classroom experience
Compare with NYU versions of same courses
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
$498 for either
I've always started low and raised
Better discount because I respond a lot now, which will be premium
Online price
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
20% off with “LONDON” for the rest of today
10% off tomorrow
Discount Codes!
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Student voices from last semester
Online forum
Only for self-motivated
Results
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
From joshuaspodek.com, click courses
If interested
Joshua Spodek
Joshua Spodek [email protected] joshuaspodek.com @spodek
Thank youand
Questions
Joshua [email protected]
www.joshuaspodek.com