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Giving Effective Feedback Early Career Faculty Development Program 29 August 2011

{{}. Giving Effective Feedback Early Career Faculty Development Program 29 August 2011 . Francine Montemurro, Boston University Ombuds www.bu.edu/ombuds. {{}. Giving Effective Feedback . {{}. Giving Effective Feedback . Why bother? Improvement. Motivation, confidence, and engagement.

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Giving Effective Feedback Early Career Faculty Development Program 29 August 2011

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  1. {{} Giving Effective Feedback Early Career Faculty Development Program29 August 2011 Francine Montemurro, Boston University Ombuds www.bu.edu/ombuds

  2. {{} Giving Effective Feedback

  3. {{} Giving Effective Feedback • Why bother? • Improvement. • Motivation, confidence, and engagement. • Clarity/self-awareness: • Job expectations? • Performance quality? • Best use of my time? • Influence on others? • Quality of relationships?

  4. {{} Giving Effective Feedback • Learning Objectives • What it is. • How to give and solicit it. • Help make it easier, and discuss why it’s hard. • Help make it ‘real’ for you. • Others?

  5. {{} What is Effective Feedback? • Communicating important information … • … about performance (positive or negative) … • … in a way that helps the recipient hear what you are saying … • … and that helps identify steps to improve or continue performance.

  6. {{} What Effective Feedback Does Effective Feedback • Helps recipient understand exactly what she did & what impact it had or might have had. • Build strengths and address weaknesses. • Motivates recipient to begin, continue or stop behaviors that affect performance. • Encourages self-assessment & accountability.

  7. {{} When? • Regularly, as part of an ongoing process. • At the moment it is needed. • When development opportunities arise. • When an employee needs to modify behavior.

  8. {{} Where? • Ideally, in a private setting. • Ideally, where you can give your undivided attention. • Ideally, where you can help the recipient feel comfortable.

  9. {{} Ten Tips on How • Keep your composure. • Be specific. Give context. Be clear. • Focus on behaviors, not the person. • Explain the impact of the behavior. • Be timely. • Be artful.

  10. {{} Ten Tips on How 7. Know when to stop talking and when to listen. Listen, listen, listen!!!! 8. Ask for joint problem-solving options and define next steps for success. 9. Affirm your support for the person. 10. Move on.

  11. {{} Eleven Common Mistakes The feedback • Judges the person. • Is vague. • Is exaggerated with generalities. • Speaks for others, not for you. • Ascribes motive. • Includes an implied threat.

  12. {{} Eleven Common Mistakes The person giving the feedback • Phrases feedback as a question. • Retreats while giving feedback. • Delays giving feedback. • Gives advice too early. • Doesn’t choose her words wisely.

  13. {{} Why is giving effective feedback difficult?

  14. {{} Why is giving effective feedback difficult? • Interactive process with no script to follow. • Tough to get the balance right. • Not always easy to anticipate or handle the emotional response. • Requires time, skill, and commitment. • Requires one other thing . . .

  15. {{} What makes the sphinx the seventh wonder? What makes the dawn come up like thunder? Courage!

  16. {{} “I” Messages Four parts of an “I” Message: • When you__________(state • When youwere late to work what you observed yesterday . . . . • I felt/thought___________ •I was frustrated/troubled/ etc. . . . . (state what you felt/thought.) • Because______(state what you •Becausewhen you are late we need.) can’t start our staff meeting on time . . . • I would prefer ______ (state •And I would prefer that you arrive what you would prefer.) at the agreed-upon time 9am

  17. {{} Soliciting Feedback from Others

  18. {{} Soliciting feedback from others • Gives you a reality check. • Shows you care about their perspective and that their feedback matters. • Shows some humility/that you’re not a Know-It-All. • Increases the odds they will want to hear yourfeedback.

  19. {{} Soliciting Feedback • Some tips on getting it right • Be clear about your own motives. • Solicit feedback from the right sources • Explain what effective feedback looks like. • Ask open-ended questions. • Don’t expect artful feedback. • Avoid debates. Listen, and seek to understand. • Manage your own reactions.

  20. {{} Questions, comments, etc Francine Montemurro Boston University Ombuds 19 Deerfield St, Suite 203 (617) 358-5960 http://www.bu.edu/ombuds/

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