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Giving and Accepting Feedback

Giving and Accepting Feedback. Identify behaviors of people who are accountable for giving and accepting feedback. Explain the ISECA Feedback Model and apply the steps of the model when giving feedback to others. Understand how filters of the receiver affect feedback. Objectives. What is it?

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Giving and Accepting Feedback

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  1. Giving and Accepting Feedback

  2. Identify behaviors of people who are accountable for giving and accepting feedback. Explain the ISECA Feedback Model and apply the steps of the model when giving feedback to others. Understand how filters of the receiver affect feedback. Objectives

  3. What is it? A technique used to share information on your perceptionsof behavior The goal is to increase personal awareness, growth and continuous improvement Why is it important? It helps to increase our awareness of our behavior and performance, reducing Blind Spots! Also helps us to make better decisions regarding our behavior based on feedback Feedback

  4. Giving Feedback

  5. When to Give Feedback • At the moment it is needed • Timely feedback is critical • Should be given within 48 hrs max • When developmental or educational opportunities arise • When it is necessary for another person to modify behavior to improve performance

  6. Formal Feedback: ISECA Feedback Model (state feedback from your own point of view, and indicate positive intent.) I S pecify (behavior)… then listen E xplain (impact)… then listen C larify (expectations)… then listen A gree (on actions)… involve the individual

  7. Accountable People Seek Feedback

  8. Accountable People Seek Feedback • Behaviors of accountable people • Recognize the gray areas in life • Openly admit failure • Openly take responsibility • Look for the positive lessons that negative situations provide How do you know someone is listening to feedback?

  9. Asking for Feedback… Do You Have Any Feedback For Me? What Feedback Do You Have For Me? How can I support you with… What can I do to better support you?

  10. Accepting Feedback

  11. Active listening • Repeat back what person said to you • Ask clarifying questions • Thank them! Do Not… • Interrupt • Be a “Sentence Finisher!” • Dominate conversation • Abruptly change subject • Ignore communication

  12. Filters go both ways!

  13. Anticipate Challenges • May take things personal • May become emotional • May become argumentative • May be in total disagreement • May walk out in the middle of the feedback session • Making excuses • Empty promises • Non-response: “what ever you say” • Chronic negativity

  14. Thank you for the Feedback!

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