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Great Feedback (INTRO (Explain the origins of the FOL program and that…
Great Feedback
INTRO
Explain the origins of the FOL program and that this a program designed to help individuals become better leaders of people, not necessarily managers of their business.
Your people really are your greatest asset - even the most operationally or technically gifted person will fail as a leader if they cannot learn how to develop and inspire others. If you are able to help people to interact with others more effectively, they will be able to achieve great success.
But before we can foster this mindset in others - we need to first need begin with ourselves. Often our greatest challenge to overcome when developing ourself - is our own awareness. How aware are you of how others see you? How do you treat people? What impression do you leave on others? Are you aware?
Introduce concept of the Johari Window - the model represents the things that are known and don't yet known to ourselves and others. For example...
The purpose of today's sessions is to enable you to begin to explore some of these questions, and use this awareness to develop into the leader you want to be.
People are always watching. Not just in how you help move business forward, but in how you treat others. It matters not about how good you think you are at these skills, but what others think about you.
So you know how others perceive you? Is it good, is it bad...do you care? Good leaders spend just as much time mastering these skills as they do on the technical aspects of their roles.
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COMMUNICATION BASICS
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We care more about how we feel about people and situations than we do about the value of the person or the situation. This is not rational. The human being is an emotional creature, and can make us irrational and fallible
Hedonists at heart - we want to maximise things that make us feel good, and minimise the things that don't (like conflict, difficult people, negative emotions)
The problem with communication is not that we don’t know what to say. The problem with communication is simply that we DON’T! We don’t even open our mouths
If we are not willing to discuss that which needs to be discussed, then we are going to live in mediocrity. We need to be able to articulate what we need to say.
Can you be someone who says what they need to say and still leaves people with a positive emotional experience?
We need to have more conversations. We can manage what we don't agree on! (show slide)
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WHAT IS FEEDBACK?
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Pair activity: What does it look like when feedback is given well/poorly. What made it good or bad? And was the impact on you?
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Activity in pairs - participants to think about:
a) a person you want to give feedback to
b) What of these basic areas are they currently doing well
c) What areas are not so well - "how will I get it right?"
MANAGING RESPONSES
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Introduce particularly challenging reactions (Denial, Sham Acceptance, Mistrust, and Rationalizing)
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THE FEEDBACK PROCESS
Go through each step. Explain this process works for positive feedback too! We're going to focus mostly on developmental feedback - as this is often more stressful
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