I have wanted to find a way to document the feedback, positive or negitive, I have been giving to my directs. I set up a word document for the four steps. I was just wondering how some of you document your feedback, if at all.
Thank You,
Jim
Submitted by Inactive Membe… on Tuesday April 29th, 2008 11:11 am
Hi Jim - I haven't found it necessary to record all four steps. I do keep written record however, and it's generally two parts: 1) the "When you...here's what happens" and 2) their reponse to "What can you do differently?"
When I'm REALLY on my game, I write Part 1 ahead of time - because it helps me focus my thoughts on exactly what I want to say when giving feedback.
-Hugh
Submitted by Anton Federkiewicz on Tuesday April 29th, 2008 12:07 pm
I might be wrong but I think that writing down the feedback incidents kind of defeats the whole spirit of "natural as breathing, it's no biggie" thing that we are trying to portray.
I only write down late stage (I REALLY WANT YOU TO FIX THIS OR I'M GOING TO FIRE YOU) types of feedback interactions.
Submitted by Chuck Tomasi on Tuesday April 29th, 2008 4:08 pm
My thoughts exactly, AManagerTool... Feedback is just feedback.
OK, I confess, I wrote down the first few adjusting feedbacks I was going to give a year and a half ago.
Now, it's just three seconds to think about part 2 and three, walk up and say "Hey, can I give you some feedback..." and, WHOOPS, it's out and I gave feedback. Done. Next!
Submitted by Christopher Favret on Tuesday April 29th, 2008 8:14 pm
While I agree Feedback is just Feedback, I document it all (or at least as much as possible). It allows me several opportunities. For one, if the Feedback is adjusting, when they do improve, it reminds me to give affirming Feedback, and I can note specific differences between the first attempt and this one. In addition, if it does come to late stage coaching (it hasn't yet), then I have that much more documentation and the "late stage" is much shorter. Probably the best part is that when they do improve and I give them the affirming Feedback, I can update their coaching plan as having gained a new skill.
Chris
7-2-6-1
Submitted by James Brewer on Tuesday April 29th, 2008 9:22 pm
Chris, that is what I was thinking. It was mentioned in the cast that you could give adjusting feedback a few times before giving systemic feedback. I also want my documentation to show that I am giving affirming feedback as well. After all, more goes right than goes wrong.
Submitted by Anton Federkiewicz on Wednesday April 30th, 2008 7:22 am
I would love a ruling on this from our mentors but I am prepared to go out on a limb on this one.
I try like heck to give out at least 3 feedback comments a day for each direct. I actually use guitar picks (I play...horribly) in my pockets to count....alas, sometimes I have a few left in my pocket but anyway... That's 5 directs so 15 feedback picks start in my right pocket and should end up in my left at days end. I am on a shop floor, in laboratories, in meetings and very rarely at my desk when these interactions occur.
How awkward would it be for me to write down every feedback session that I give out? How awkward is it for you to do this? Doesn't this feel forced and unnatural? Don't your directs react to this uncomfortably? Mine would. They would think I was reading some "long haired book" or was attending the latest HR brainwashing seminars.
The thing that is essential is FLOW. You need to get feedback down so that it's smooth as silk and seems like a caress. It's simply a friendly reminder that you care about their performance and not that you are documenting their screw ups. That part comes when they don't listen to the feedback....and even then, it's with genuine concern for them.
Submitted by Inactive Membe… on Wednesday April 30th, 2008 7:46 am
Tool - obviously it would be awkward to record every one of 15 feedbacks a day. And I certainly don't make it a point to record mine - "in the flow." I do find when I'm prepping for O3's that feedback opportunities occur to me - maybe it's stuff I didn't take the time to acknowledge in the moment, or maybe it's something I learned about from soembody else - and I just put it aside for the O3.
The whole topic of "naturalness" to O3's seems to me to be a question of degree. There are probably people who would find even setting daily or weekly targets for giving feedback to be "unnatural" - even if the true reason for your guitar picks is to have a simple reminder during the day. I think that's a great idea, and if it's working, hey - good for you! Nice enhancement.
I guess the ultimate judge is the direct who receives the feedback. Whether they think it's natural or forced, is it impactful enough on their future behavior? That's probably what matters in the end.
-Hugh
Submitted by Christopher Favret on Wednesday April 30th, 2008 4:54 pm
I document feedback before I give it (never during) in part to help me figure out how I'm going to give it. I am still not very comfortable with the model. I'll write down a note in shorthand and then think about what I'm going to say. The note might look something like this (this isn't a real one)...
"FB+: Grt facil Relse. Mtg"
That translates to...
"Affirming Feedback: Great facilitation of the release meeting."
I would normally do this in their one on one folder and then think about how to deliver that. Okay, here's the realization; I may be causing my own difficulty with the feedback model. "Great" isn't a behavior. While I do try to think about behavior when I'm deciding what to say, starting off with a conclusion probably isn't helping me much.
Feedback and documentation
Hi Jim - I haven't found it necessary to record all four steps. I do keep written record however, and it's generally two parts: 1) the "When you...here's what happens" and 2) their reponse to "What can you do differently?"
When I'm REALLY on my game, I write Part 1 ahead of time - because it helps me focus my thoughts on exactly what I want to say when giving feedback.
-Hugh
Feedback and documentation
I might be wrong but I think that writing down the feedback incidents kind of defeats the whole spirit of "natural as breathing, it's no biggie" thing that we are trying to portray.
I only write down late stage (I REALLY WANT YOU TO FIX THIS OR I'M GOING TO FIRE YOU) types of feedback interactions.
Feedback and documentation
My thoughts exactly, AManagerTool... Feedback is just feedback.
OK, I confess, I wrote down the first few adjusting feedbacks I was going to give a year and a half ago.
Now, it's just three seconds to think about part 2 and three, walk up and say "Hey, can I give you some feedback..." and, WHOOPS, it's out and I gave feedback. Done. Next!
Feedback and documentation
While I agree Feedback is just Feedback, I document it all (or at least as much as possible). It allows me several opportunities. For one, if the Feedback is adjusting, when they do improve, it reminds me to give affirming Feedback, and I can note specific differences between the first attempt and this one. In addition, if it does come to late stage coaching (it hasn't yet), then I have that much more documentation and the "late stage" is much shorter. Probably the best part is that when they do improve and I give them the affirming Feedback, I can update their coaching plan as having gained a new skill.
Chris
7-2-6-1
Feedback and documentation
Chris, that is what I was thinking. It was mentioned in the cast that you could give adjusting feedback a few times before giving systemic feedback. I also want my documentation to show that I am giving affirming feedback as well. After all, more goes right than goes wrong.
Feedback and documentation
I would love a ruling on this from our mentors but I am prepared to go out on a limb on this one.
I try like heck to give out at least 3 feedback comments a day for each direct. I actually use guitar picks (I play...horribly) in my pockets to count....alas, sometimes I have a few left in my pocket but anyway... That's 5 directs so 15 feedback picks start in my right pocket and should end up in my left at days end. I am on a shop floor, in laboratories, in meetings and very rarely at my desk when these interactions occur.
How awkward would it be for me to write down every feedback session that I give out? How awkward is it for you to do this? Doesn't this feel forced and unnatural? Don't your directs react to this uncomfortably? Mine would. They would think I was reading some "long haired book" or was attending the latest HR brainwashing seminars.
The thing that is essential is FLOW. You need to get feedback down so that it's smooth as silk and seems like a caress. It's simply a friendly reminder that you care about their performance and not that you are documenting their screw ups. That part comes when they don't listen to the feedback....and even then, it's with genuine concern for them.
Feedback and documentation
Tool - obviously it would be awkward to record every one of 15 feedbacks a day. And I certainly don't make it a point to record mine - "in the flow." I do find when I'm prepping for O3's that feedback opportunities occur to me - maybe it's stuff I didn't take the time to acknowledge in the moment, or maybe it's something I learned about from soembody else - and I just put it aside for the O3.
The whole topic of "naturalness" to O3's seems to me to be a question of degree. There are probably people who would find even setting daily or weekly targets for giving feedback to be "unnatural" - even if the true reason for your guitar picks is to have a simple reminder during the day. I think that's a great idea, and if it's working, hey - good for you! Nice enhancement.
I guess the ultimate judge is the direct who receives the feedback. Whether they think it's natural or forced, is it impactful enough on their future behavior? That's probably what matters in the end.
-Hugh
Feedback and documentation
I just came to a realization.
I document feedback before I give it (never during) in part to help me figure out how I'm going to give it. I am still not very comfortable with the model. I'll write down a note in shorthand and then think about what I'm going to say. The note might look something like this (this isn't a real one)...
"FB+: Grt facil Relse. Mtg"
That translates to...
"Affirming Feedback: Great facilitation of the release meeting."
I would normally do this in their one on one folder and then think about how to deliver that. Okay, here's the realization; I may be causing my own difficulty with the feedback model. "Great" isn't a behavior. While I do try to think about behavior when I'm deciding what to say, starting off with a conclusion probably isn't helping me much.
BTW, I like the idea of the guitar picks.
Chris