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The Neuroscience of Feedback

The Neuroscience of Feedback. CASTO April, 15, 2019 Dr. LaFaye Platter info@lafayeplatter.com. What is feedback? Feedback is information about a person’s performance as a basis for improvement. CASTO/FEEDBACK/PLATTER/APRIL 2019. Feedback can be verbal and non-verbal.

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The Neuroscience of Feedback

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  1. The Neuroscience of Feedback CASTO April, 15, 2019 Dr. LaFaye Platter info@lafayeplatter.com

  2. What is feedback?Feedback is information about a person’s performance as a basis for improvement. CASTO/FEEDBACK/PLATTER/APRIL 2019

  3. Feedback can be verbal and non-verbal. CASTO/FEEDBACK/PLATTER/APRIL 2019

  4. Feedback can help or it can harm. CASTO/FEEDBACK/PLATTER/APRIL 2019

  5. The thought of giving feedback in the workplace causes anxiety. This activity is often put off or avoided. CASTO/FEEDBACK/PLATTER/APRIL 2019

  6. The thought of receiving feedback in the workplace causes anxiety. This causes the neurological fight or flight response. CASTO/FEEDBACK/PLATTER/APRIL 2019

  7. Feedback is an essential component to improvement. By changing our thinking, we can create a new reality about giving and receiving feedback. CASTO/FEEDBACK/PLATTER/APRIL 2019

  8. “Watch your thoughts, they become words;watch your words, they become actions;watch your actions, they become habits;watch your habits, they become character;watch your character, for it becomes your destiny.”FRANK OUTLAWLate President of the Bi-Lo Stores CASTO/FEEDBACK/PLATTER/APRIL 2019

  9. Feedback ExperiencesChildhood feedbackEducationRelationshipsOn the Job – ReceivingOn the Job - Giving CASTO/FEEDBACK/PLATTER/APRIL 2019

  10. KEY POINTDifferent than giving critical information Pilots Doctors/Nurses Bus drivers CASTO/FEEDBACK/PLATTER/APRIL 2019

  11. The goal is to get employees to improve. CASTO/FEEDBACK/PLATTER/APRIL 2019

  12. Current Trend - Radical transparencyFrequent, pervasive, candid and often critical feedbackReal-time 360’s CASTO/FEEDBACK/PLATTER/APRIL 2019

  13. The Feedback Sandwich Step 1: Positive comment Step 2: Constructive criticism Step 3: Positive commentConditions employees to get nervous when they hear a positive comment CASTO/FEEDBACK/PLATTER/APRIL 2019

  14. No feedback until the formal evaluationSurprise!Surprise!Surprise! CASTO/FEEDBACK/PLATTER/APRIL 2019

  15. Negative feelings of fear, shame, or embarrassment cause the sympathetic neurological response.Our brain shuts down! CASTO/FEEDBACK/PLATTER/APRIL 2019

  16. Giving feedback more effectively takes us from adequate to excellent. CASTO/FEEDBACK/PLATTER/APRIL 2019

  17. Unquestioned Assumptions About Feedback CASTO/FEEDBACK/PLATTER/APRIL 2019

  18. Others know our weaknesses better than we know our weaknesses. CASTO/FEEDBACK/PLATTER/APRIL 2019

  19. We are empty vessels just waiting to be filled. CASTO/FEEDBACK/PLATTER/APRIL 2019

  20. Excellence looks the same from person to person. CASTO/FEEDBACK/PLATTER/APRIL 2019

  21. Research shows that these assumptions are not true. They are based on self-centeredness. CASTO/FEEDBACK/PLATTER/APRIL 2019

  22. We are unreliable raters of the effectiveness of others. We tend to rate others by how close they come to being and thinking like us. CASTO/FEEDBACK/PLATTER/APRIL 2019

  23. Excellence looks different on different people.Athletes in the same position do things differently.Comedians are funny in different ways. CASTO/FEEDBACK/PLATTER/APRIL 2019

  24. KEYP POINT AND REMINDER: This is about how to help employees improve. This not about discipline, evaluation, or sharing critical information and procedures. CASTO/FEEDBACK/PLATTER/APRIL 2019

  25. Learning leads to improving. CASTO/FEEDBACK/PLATTER/APRIL 2019

  26. Neurologically, we grow more where we have the most neurons and synaptic connections. Build on strengths. CASTO/FEEDBACK/PLATTER/APRIL 2019

  27. Focusing on strengths taps into the parasympathetic neurological system or the rest and digest system. We are in flow! CASTO/FEEDBACK/PLATTER/APRIL 2019

  28. Focusing on weaknesses lights up the sympathetic or our fight or flight response. CASTO/FEEDBACK/PLATTER/APRIL 2019

  29. How To Help Employees Learn and Grow CASTO/FEEDBACK/PLATTER/APRIL 2019

  30. Stop identifying failure as the top strategy for getting people to improve. CASTO/FEEDBACK/PLATTER/APRIL 2019

  31. Start choosing key moments of excellence and let the employee know that “that” is working! Point out what resonates with you as excellent. CASTO/FEEDBACK/PLATTER/APRIL 2019

  32. Dallas Cowboys/LandryOnly watched tape of what they did well. CASTO/FEEDBACK/PLATTER/APRIL 2019

  33. How to Give Feedback CASTO/FEEDBACK/PLATTER/APRIL 2019

  34. Present: Name 3 things that are working for you right now?Parasympathetic response CASTO/FEEDBACK/PLATTER/APRIL 2019

  35. Past: When you had a problem like this in the past, what worked for you?Parasympathetic response CASTO/FEEDBACK/PLATTER/APRIL 2019

  36. Future: What do you already know you need to do? What are a couple of steps you can take right now?Parasympathetic response CASTO/FEEDBACK/PLATTER/APRIL 2019

  37. People excel when they are led by someone who cares enough about them to let them grow and excel. CASTO/FEEDBACK/PLATTER/APRIL 2019

  38. How To Ask For Feedback CASTO/FEEDBACK/PLATTER/APRIL 2019

  39. What did you specifically like about xyz?What should I do more of?When do you see me at my best?Parasympathetic response CASTO/FEEDBACK/PLATTER/APRIL 2019

  40. Culture Trumps Everything! CASTO/FEEDBACK/PLATTER/APRIL 2019

  41. Create a culture where feedback is requested. CASTO/FEEDBACK/PLATTER/APRIL 2019

  42. Begin by setting the expectation or vision. CASTO/FEEDBACK/PLATTER/APRIL 2019

  43. Execute your part well by taking the necessary action steps.(Open door policy) CASTO/FEEDBACK/PLATTER/APRIL 2019

  44. Evaluate or measure progress. CASTO/FEEDBACK/PLATTER/APRIL 2019

  45. Have a well-defined and pre-determined exit strategy that will lead you to stop, refine, or continue with your vision. CASTO/FEEDBACK/PLATTER/APRIL 2019

  46. Personal and Professional Examples CASTO/FEEDBACK/PLATTER/APRIL 2019

  47. Brainstorm ActivityWhere can you apply this information at work?Where can’t you apply this information at work? CASTO/FEEDBACK/PLATTER/APRIL 2019

  48. What must you consider before making any change to the way we have always done things? CASTO/FEEDBACK/PLATTER/APRIL 2019

  49. Successful Change Transparent Humble Over-communicate Check-in continuously Make course corrections early Celebrate, celebrate, celebrate! Make it fun! CASTO/FEEDBACK/PLATTER/APRIL 2019

  50. There is energizing power in letting go of what you think you cannot change.What thoughts, fears, perceptions must you release to create a better feedback system for your employees? CASTO/FEEDBACK/PLATTER/APRIL 2019

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