Hi All,
BLUF: My company is telling me to use "their" new feedback model - what do you think of it?
I have been using the MT feedback model for the last 5.5 years and feel it is working very well - and I have been getting very good results while using it!
My company has just started the roll out of a new "leadership approach" (which I think generally is a good new direction). Part of this approach includes their feedback model:
Ask the person what they did / how it went / how they see it - their perception
Example - Tell the person what they did / what you saw - be as specific as possible
Effect - Describe the effect of their action or behaviour had, how you/others felt - again be as specific as possible
Developmental feedback - Change - Agree with the person how to make a change / what they should or could do differently. If appropriate, talk about what the consequences could be if their actions continue and/or help them to see the pay-off to change.
Motivational - Congratulate - Reinforce the positive effect of their actions or behaviour by congratulating them on a job well done. Agree the stretch - how they can transfer these skills to another task or improve even further.
Follow up - Look for opportunities to provide further feedback as the individual makes agreed change (or not) or the individual makes the stretch i.e. transfer their skills to another task/objective or further improves.
I am not sure of using this model when I know the MT model works. However, I am worried it may be frowned upon if I don't adopt their model.
I would really appreciate any comments or suggestions on this new model.
Cheers,
Stuart.
Try it
What I'm reading is that you're comfortable with the MT way. That does not mean that there are not other effective ways of giving feedback. If this is being mandated by your organization, then give it a good faith effort recognizing that the MT way is second nature to you and that you'll have to "stop and think" about the new method until it too becomes second nature.
You may eventually become the master of two different ways of giving feedback and that's not a bad thing. You may always feel that the MT way is better (and perhaps it is). But MT is not paying your salary and expecting you to do things a certain way.
If you make a good faith effort and it turns out that the new method is not being readily adopted by others, then perhaps you have an opening to suggest a better way.
It deserves a fair shake first.
And...
Yes, I am a high "S," thank you very much.-)
It's not that different
Manager Tools are trainable equivalents - many ways to skin a cat, it's not important how just that it is effective.
The proposed model is essentially the same anyway - the biggest difference is adding on a follow up. Not a bad idea in the right circumstances.
Remember to customise the feedback according to situation and person - more variation within the same model than between the different models anyway. If you apply MT Feedback plus coaching & delegation & follow up in one-on-ones you will effectively be doing everything that your "official" model requires anyway.
Thanks for the comments. I
Thanks for the comments.
I followed the new model today - except I asked first if I could give them some feedback as I feel this is very important.
The new model feels uncomfortable - like the MT one did initially - but I think you are both right to give it a go and using a mix of the two models won't be a bad thing.
Sometimes I find it hard to do something other than the MT way - I've had such great results with MT/CT that I am possibly a bit blinded to there being other ways of doing things.
Cheers,
Stuart.
Sounds more argumentative
That sounds very argumentative. Seems to invite an argument where you two don't see the same thing.