Self reflection

Original by Dare to be inspired presentation, 2020Hamster_gagarin_linkedin
hamster writter This summary note was posted on 14 March 2020, by in Management #

Feedback paradox

People tend to avoid giving critical feedback while people would like to receive it

  • Feedback is very important for self awareness
  • Feedback is a gift
  • Feedback is the breakfast of champions” – Ken Blanchard
  • Companies with a high culture of feedback have:
    • 2x better financial performance
    • 15% less employee turn over
    • 3x higher engagement scores
    • 4x higher chance to become top performer
  • Study on people who got fired showed that:
    • 75% did not get feedback before they got fired
    • 8% of of managers think that performance management system is effective
    • 90% of employees want to develop in their jobs
    • 33% receive the feedback necessary to develop in their job
  • Research showed that no single feedback model is better than another (Shit sandwich, stop start continue, feed forward, oops)
  • Give feedback with the intention to develop the person
  • Be specific in behaviour/performance and explain the effect it had on you
  • Don’t underestimate the power of positive feedback

Psychology of feedback

  • Basic stress response: Fight | Flight | Freeze
  • Brain does not make a distinction between a physical threat subject to basic stress response and a social threat
  • Receiving feedback is perceived as a social threat and that is why it is so hard
  • 5 basic social needs of people: SCARF model (Status, Certainty, Autonomy, Relatedness, Fairness)
  • Any threat to the SCARF will generate a stress response
  • Number one task of a leader should be to put emphasis on minimizing social threat and create safety
  • Make the issue a team issue so we can all work on it together
  • Focus on learning
  • The threat is reduced if you are the one asking for feedback and gives permission to the counterpart to speak out
  • People who could control the amount/frequency of feedback felt much more comfortable
  • Must shift from giving to asking feedback culture
  • Train people to ask for feedback