1-1 Team Feedback (Elabor8 Lunch & Learn, Melbourne, Australia, 18th July 2016)
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Transcript of 1-1 Team Feedback (Elabor8 Lunch & Learn, Melbourne, Australia, 18th July 2016)
![Page 1: 1-1 Team Feedback (Elabor8 Lunch & Learn, Melbourne, Australia, 18th July 2016)](https://reader034.fdocuments.net/reader034/viewer/2022051300/58effaef1a28abc64a8b458d/html5/thumbnails/1.jpg)
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
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What did you have for breakfast this morning?
Image by nishimuraya.kinosakionsen https://www.flickr.com/photos/kinosakionsen/21721055119
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Feedback is the breakfast of champions. - Ken Blanchard
Image by nishimuraya.kinosakionsen https://www.flickr.com/photos/kinosakionsen/21721055119
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Why?
Image by Allegory Malaprop https://www.flickr.com/photos/a_malaprop/14406364351
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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
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Based on "The Blind Men and the Elephant" by John Godfrey Saxe (1816–1887) Image source: unknown
Why: Blind Spots
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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
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Why: Different Personalitites / Leverage Diversity!
Image by woodleywonderworks https://www.flickr.com/photos/wwworks/14908999104
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Effective Feedback Strengthen Confidence
or Improve Effectiveness
for the recipient
Why: Effective Feedback
Patrick Kua: Tightening the Feedback Loop
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- 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
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But it’s so hard!
Image by mertie. https://www.flickr.com/photos/100780486@N02/16720344753
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“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
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“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
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How? (Giving)
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How: Giving & ReceivingImage by tehbieber https://www.flickr.com/photos/tehbieber/4689967166
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How: Feedback is a Gift
Image by Kalexanderson https://www.flickr.com/photos/kalexanderson/8230171182
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How: Assume a Positive IntentionImage by berkuspic https://www.flickr.com/photos/44073224@N04/23334731896
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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
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How: Make it Safe!
Image by ADTeasdale https://www.flickr.com/photos/adteasdale/4996770948
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How: Give Feedback in Private
Image by hepp https://www.flickr.com/photos/hepp/15594981883
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How: Check if now is a good time!
Image by allan.rotgers https://www.flickr.com/photos/122662432@N04/13740073235
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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
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How: Focus on Observed Behaviours
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“You hate pairing”
“You think you’re
so good!”
“I can’t work with
you anymore”
Patrick Kua: Tightening the Feedback Loop
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“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
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Behaviours
Attitude
Values
Patrick Kua: Tightening the Feedback Loop
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How: Not too much!Image by kourtlynlott https://www.flickr.com/photos/kourtlynlott/8412159798
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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
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Make it a
conversation
By kmndr http://www.flickr.com/photos/kmndr/3857967490/ Patrick Kua: Tightening the Feedback Loop
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Feedback Formula
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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
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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
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How? (Receiving)
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Nobody$gives me feedback
Image by Josep Ma. Rosell http://www.flickr.com/photos/batega/3775180564/ Patrick Kua: Tightening the Feedback Loop
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Giving & ReceivingImage by tehbieber https://www.flickr.com/photos/tehbieber/4689967166
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Ask for Feedback!Image by deanwissing https://www.flickr.com/photos/deanwissing/2882926426
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Don’t
Defend
Image by kevinmarsh http://www.flickr.com/photos/kevinmarsh/488971581 Patrick Kua: Tightening the Feedback Loop
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And then... But... And (then. . . (
And (then. . . ( #And ##
then. . . #
B u t . . . (
B u t . . . (
B u t . . . (
Patrick Kua: Tightening the Feedback Loop
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Seek
Clarifications
Image by jonathanb1989 http://www.flickr.com/photos/jonathanbeard/3196536843/ Patrick Kua: Tightening the Feedback Loop
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Ineffective feedback
You are great!
Your code sucks
You should talk less
Patrick Kua: Tightening the Feedback Loop
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How: Giving & ReceivingImage by tehbieber https://www.flickr.com/photos/tehbieber/4689967166
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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
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Say thanks Image by Sam_Butler http://www.flickr.com/photos/sam_butler/2475148271 Patrick Kua: Tightening the Feedback Loop
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Take Action
Image by tableatny http://www.flickr.com/photos/53370644@N06/4976490816/ Patrick Kua: Tightening the Feedback Loop
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Recap
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Effective Feedback Strengthen Confidence
or Improve Effectiveness
for the recipient
Why: Effective Feedback
Patrick Kua: Tightening the Feedback Loop
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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
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- 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
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Experiment!Practice makes perfect.
Image by ♔ Georgie R https://www.flickr.com/photos/funfilledgeorgie/14895313189
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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
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- 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
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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
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Jane Jim Robyn Sally Laura
Jane - √ √
Jim √ - √
Robyn - √
Sally √ √ -
Laura √ -
1-1 Feedback Matrix
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Take Baby Steps!Image by Jim Larrison https://www.flickr.com/photos/larrison/5464064114
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“Triumph is just a little umph added to try.” (Tim Owens)
Image by stannate https://www.flickr.com/photos/stannate/3912535987
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An exerciseImage by news https://www.flickr.com/photos/neys/2301753610
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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
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Feedback is the breakfast of champions. - Ken Blanchard
Image by nishimuraya.kinosakionsen https://www.flickr.com/photos/kinosakionsen/21721055119
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1-1 Team Feedback
Elabor8 Lunch & Learn, 18/07/2016
Victoria Schiffer Agile Coach @ SEEK@Erdbeervogel
Thanks :o)