Peer completes assessment of how you gave feedback

1. Performance Feedback Readings Inventories Simulations Peer completes assessment of how you gave feedback • De Nisi & Kruger Giving Feedback Role Play 1 & 2

2. What you will learn today • What is effective feedback • How to give effective feedback • Some hints on how to do Term Paper Assignment

3. Does feedback improve performance • Research on feedback shows • <50% time, feedback improved performance • 33% of time feedback decreased performance Kluger & DiNisi, 2000

4. When can feedback improve performance • Understand how feedback operates Kluger & DiNisi, 2000

5. How does feedback operate Feedback (e.g., re: sales; grades) Does it elicit attention to self or task goal Compare feedback to goal/standard Is there a gap between behavior and goal? Is the goal of a moderate level? Change behavior to meet goal

6. Feedback Does it elicit attention to self or task goal Attention to Self e.g., how good/bad am I as a sales person or student Attention to Task Feedback e.g., how hard to work, how long to work to increase sales or grades

7. When does Feedback Attention to Self Attention to Self Compares self to others Feedback

8. Effects of Attending to Self Affect (e.g., mistrust, retaliation) Attention To Self Lower Performance Distraction from focal task Attention to non-focal task

9. When does feedback  Attention to Task Feedback Info on How to Improve Attention To Task Information about Correct Answer

10. Effects of Information on how to improve Feedback Info on How to Improve Focus on Task Increased Motivation e.g., Increased Performance

11. When does feedback  Attention to Task Feedback Info on How to Improve Attention To Task Information about Correct Answer

12. Effects of Information on correct answer Feedback Info on correct answer Focus on Task Increased Learning e.g., Increased Performance

13. Conclusion Feedback Does it elicit attention to self or task goal Attention To Self - Attention To Task Performance Feedback +

14. Feedback Script Attention To Self - Attention To Task Performance + Feedback Script

15. An example “script” that integrates the research on the kinds of feedback thatImproves performance

16. Feedback Script Attention To Self - + Attention To Task Perf Feedback Script

17. Feedback Script Attention To Self - + Attention To Task Perf Feedback Script

21. Mgr: Julie, here’s how I suggest we approach this issue. Why don’t I start by firstly being as specific as I can about what I’ve observed in the meetings, and then you can give your reaction to that, and your understanding of the situation.

24. Comparing Effective & Ineffective Scripts of Giving Feedback For more info, go to p. 341-379 Excerpts from Management Communication Quarterly onlinearticle by A. Lizzio, K. L. Wison, J. Gilchrist, & C.Gallois. (Feb 2003). The role of gender in the construction and evaluation of feedback effectiveness. Vol.16, Issue No. 3,

28. Integrating “scripts” with behaviors Learning feed-back giving behaviors that are effective For more info, go to p. 254-279 Gender, Work and Organization onlinearticle by N. D. Cole (May 2004). Gender Differences in Perceived Disciplinary Fairness. Vol. 11 Issue No. 3

29. Sequence of Performance Feedback Ex Step1: Role Play 1: Student 1 = Manager, Student 2=Subordinate Step 2: In Role Play Manager gives verbal feedback to Subordinate using list of suggested behaviors Step 3: After Role Play, Student 2 gives feedback to Student 1 on feedback giving behavior quality using Feedback Behavior Sheet Step 4: Role Play 2: Student 1 = Subordinate, Student 2=Manager Step 5: Repeat Steps 2 & 3

30. Recall, from self-awareness lecture… • Self Awareness • Observe how you perform as a manager • Compare how you performed relative to a ‘other`s feedback` • Identify strengths & weaknesses • One way of obtaining self awareness… • Feedback from a first time encounter with a peer • E.g., Performance feedback role play exercise Learning from Inventories, Marcic et al, 310

31. List of Feedback-Giving Behaviors to practice, observe & evaluate each other on… • Non verbal Communication Behaviors • Leadership Behaviors • Speech Characteristics • Conveying Interaction-al Justice Cole, 2004

32. Non-verbal Communication Behaviors • Positive demeanor • Smile • Positive expression when talking & listening, • Positive tone of voice • Arm/hand gestures indicate sympathy & points being made • Folded hands • Close interpersonal space • Neutrality • Speak in neutral tone • Soft voice volume • Attentiveness • Lean forward, look at surroundings

33. Leadership Behaviors Transformational leadership • Enhances employee’s self-worth, • Encourage employee participation, • Shares information Minimal Conflict-seeking • Do not further conflict, • Do not use position power, • Do not use reward/punishment power. Use of Referent power • Resolve conflict through accommodation

34. Speech Characteristics Conversational maintenance: Attentive to relationship with employee, Responsive to employee, Seeks consensus. Low Controlling: Do not mention superior position, Do not challenge employee, Do not mention control of employee, Do not suggest actions Fact finding : Ask for facts, Ask for clarification, Directly asks employee to respond. (Low) Asserting authority: Do not use absolute/assertive statements, Tentativeness : Uses tentative statements, Uses speech tags, Rising intonation at end of sentence.

35. Convey Interactional Justice Give good explanations : explains work procedures, explains company rules, specific, provides justification. Active listening : Patient, non-evaluative, paraphrases, invites further comment, uses non-verbal responses. Convey justice when interacting • Be considerate, honest, courteous, • respectful when interpreting events and when enacting procedures, • sincere, respects privacy, polite.

36. Class Discussion Qs

37. Describe behaviors • Describe how your peer displayed the following well/not well • Non verbal Communication Behaviors • Leadership Behaviors • Speech Characteristics • Conveying Interaction-al Justice

38. Today you used research to • Learn what is effective feedback • For improving performance, • To practice & observe giving effective performance feedback