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Great Feedback - Erin section (5 Star Praise (Provide context, Describe…
Great Feedback - Erin section
5 Star Feedback Model
We've spent the morning exploring what feedback is, what it takes to deliver great feedback and how to manage challenging and awkward situations if they arise
We're going to spend the rest of the class practicing how to structure of feedback to ensure it lands in the best way possible. The goal of feedback should not be about making a point, but instead to open up a dialogue between two people.
We can use a simple 5 star structure to guide us through giving praise feedback. The model is flexible and the idea is to use it to guide the conversation, rather than as a step by step formula for giving the perfect feedback.
5 Star Praise
Provide context
Describe specifically what went well (don't be vague!)
Describe the impact of their behavior - can be motivating and puts further weight behind feedback.
Focus on their identity and skills - What does their behavior tell you about them as a person?
Congratulate, reinforce and leave open for a response
5 Star Counsel
Provide context
If the person is aware that they are not performing, it may even be beneficial to ask their view up front - e.g. "how would you rate the quality of your presentation?"
If they are unaware, it's better to be more direct and explicit "I'd like to talk to you about the presentation you did"
Describe specifically and objectively what went wrong, without evaluating
State the facts ("arriving after 9 am three times this week")
Describe the impact - (e.g being late makes you appear unprofessional in front of clients, or puts undue pressure on the team"
Reinforce their identity - when we give counsel feedback it can sometimes feel like a person attack, so it's important to encourage them to think positively about themselves
Seek solutions. Consult and agree on possible actions for future improvements.
Practice
Think about the last time you delivered feedback to the person you identified at the start of the session. What could you have done better?
Using the 5 star feedback model - re-plan how you would deliver the feedback again
Practice in pairs
Debrief: What worked/what didn't? What would you do differently next time?
My situation
Spend 3 mins interviewing your partner and filling out the questions on the handout
Awkward Feedback Situations
What can you do if your initial tactic doesn't work?
If you come across an emotional response, then this is feedback to you that your initial tactic did not allow the feedback to land. Managing your own emotions and internal state in this situation will allow you to flex and use another tactic.
Feedback works best when both parties take full responsibility for it. Mastering feedback means taking full responsibility for the outcome.
However, what you're getting is feedback on your feedback.
When your feedback doesn't seem to land, it's easy to get frustrated and blame the other person
Think of your own awkward feedback situation (what would make giving the feedback more difficult to give - such as it being a work friend, or giving it virtually)
Call on participants to share
In pair, think of tactics to overcome it
What makes it difficult to give feedback to someone of greater power?
Debrief ideas in handout (i.e. be tactful)
How have you overcome these difficulties in the past? (record on flipchart)
As well as challenging reactions, there are also a number of awkward situations which we need to preempt and spend time planning for. These situations will be different for us all, but could include giving feedback to someone with greater power, giving it to a friend or peer, and giving it virtually.