Early Career Faculty Development Program 29 August 2011 Francine Montemurro Boston University Ombuds wwwbueduombuds Giving Effective Feedback Giving Effective Feedback ID: 280213
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Giving Effective Feedback
Early Career Faculty Development Program29 August 2011
Francine Montemurro,Boston University Ombudswww.bu.edu/ombudsSlide2
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Giving Effective Feedback
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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? Slide4
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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?Slide5
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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.
What is Effective Feedback?Slide6
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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.
What Effective Feedback DoesSlide7
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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.Slide8
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Where?
Ideally, in a private setting.
Ideally, where you can give your undivided attention.
Ideally, where you can help the recipient feel comfortable.Slide9
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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.Slide10
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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.Slide11
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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.Slide12
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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.Slide13
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Why
is giving effective
feedback difficult?Slide14
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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 . . . Slide15
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What makes the sphinx the seventh wonder?
What
makes the dawn come up like thunder?
Courage!Slide16
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“
I”
Messages
Four parts of an “I” Message:
When you
__________(state
•
When you
were late to work
what you
observed
yesterday
. . .
.
I felt/thought
___________
•
I was
frustrated/troubled/ etc.
.
. .
.
(state what you felt/thought.)
Because
______(state what you
•
Because
when 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 9amSlide17
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Soliciting Feedback from Others
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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
your
feedback.Slide19
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Soliciting Feedback
Some tips on getting it right
Be clear about your own motives.
Solicit feedback from the
right sourcesExplain 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
.Slide20
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Questions, comments, etc
Francine Montemurro
Boston University Ombuds
19 Deerfield St, Suite 203(617) 358-5960
http://www.bu.edu/ombuds/