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Feedback for Continuous Improvement

Feedback for Continuous Improvement. Continuous Improvement. Appraisers Half Day Development Session. Managers and Appraisers Purpose – Reinforce and support all staff on the specific skills of feedback both giving and receiving enabling development in line with the Capability Procedure

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Feedback for Continuous Improvement

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  1. Feedback for Continuous Improvement Continuous Improvement

  2. Appraisers Half Day Development Session Managers and Appraisers Purpose – Reinforce and support all staff on the specific skills of feedback both giving and receiving enabling development in line with the Capability Procedure Design – Educate all involved and enhance skills Big Picture– Linking individual objectives into the corporate goals and visions as well as identifying areas where both positive and developmental feedback are required Focus– Formal and informal feedback sessions aligned to the Capability Procedure

  3. 5 P’s of feedback – Regular Reviews P preparation perceptions pre-framing performance personal/professional Objectives P P P P

  4. Exceptional Feedback –Start with the end in mind Modelling Success Sharing in groups your objects Create a list of the components of exceptional feedback What do you need to prepare in advance Preparation

  5. Understanding their world Perceptions

  6. Climbing into their shoes Name Hearing Seeing Perceptions Feeling Saying Doing

  7. Setting the Scene Pre- Framing

  8. Coaching Diamond – Scene Setting Pre-framing

  9. Questing Skills – Encouraging thinking Open Probing Summarising Closed Asking questions to help them think!

  10. Questioning to encourage thinkingThe Dance of Insight • Ask permission I’d like to have an open and valuable conversation regarding elements of your performance– I expect this to take approximately xxx– I know it is something we have both been reflecting on David Rock

  11. Questioning to encourage thinkingThe Dance of Insight Placement Keeping the conversation on track –I’d like to have an in-depth conversation regarding xxxxxx – I would like to hear your perspective on what you have learnt this year and how it will help you in the future – it might be an idea at this stage to keep to the big picture, so we do not become lost in the detail David Rock

  12. Questioning to encourage thinkingThe Dance of Insight Questioning Using the word ‘thinking’ in your questions encourages exactly that! ‘What gaps can you see/hear/sense in your thinking’ David Rock

  13. Questioning to encourage thinkingThe Dance of Insight Clarification – Repeat back what they have said as a short response – they know you have been listening David Rock

  14. Listening for Potential Hot Spots Detail Agenda Filters

  15. Listening for Potential • Detail – Stay above the detail and listen for the potential in others • Filters – Fitting people to our predetermined boxes – listen to their view of the world • Agenda – Put your expectations and agenda to one side and hear their agenda • Hot Spots – Avoid becoming lost in the drama of the situation – manage your own emotions – or you might become lost and act impulsively or say something which blocks further understanding

  16. Silence A Powerful Tool 80/20 Rule

  17. Feedback skills – general approach • Invite their comments first • Build on common ground • What went well… • Even better if…..

  18. Feedback Performance

  19. Skills or Behaviour – Finding the balance A Action S Skill K Knowledge A Attitude B Behaviour E Emotions

  20. Corrective Feedback – 4 Steps • Tell them the issue – 100% you • Ask them their views -100 % them • Tell them what is unacceptable and against standards – 80/20 • Ask them for solutions -20/80%

  21. Feedback – Coaching Style B - ALANCEDO - BJECTIVEO - BSERVEDS - PECIFICT - IMELY

  22. Feedback – Coaching Style B - ALANCEDO - BJECTIVEO - BSERVEDS - PECIFICT - IMELY Explore the positives Explore development areas Discuss behaviours not the person This is what I have seen In this situation Be sure the feedback in within a reasonable time

  23. Feedback – Difficult Conversations- Behaviour • B Behaviour • E Effect • E Environment • R Result

  24. Feedback – Difficult Conversations- Behaviour • Behaviour This is the behaviour I have observed • Effect This is the impact of that behaviour • Environment This is the situation it occurred in • Result This is the result SMART

  25. STAR – Difficult Conversations -Skills • S Specific • T Task • A Actions • R Result

  26. STAR – Skills • Situation • Task • Action • Result • Alternative • In the meeting last week • You assured me you would have the report competed by Wednesday • Although I received it on time, the statistics hadn’t been updated from last month • I was unable to present the correct information • Another time, please will you check all of the report before handing it to me

  27. Feedback as a Gift

  28. The Johari Window - Feedback is a gift Known to Self Not Known to Self Selecting the right development activity based on development need and SMART objectives Skill Behaviour

  29. Managing your reactions • Stop! • Look! • Listen! • Evaluate

  30. Personal and professional ObjectivesBring SMARTer Personal / Professional Objectives SMART

  31. even SMARTer…..?

  32. Small group activity • On a flipchart, draft some SMART Objectives as a result of this workshop Where is the emphasis ASK or ABE SMART

  33. Final Curtain P preparation perceptions pre-framing performance personal/professional objectives P P P P

  34. Action Planning – SMART objective • Please write a SMART objective to focus on how you will apply the learning from the workshop in the future • Keep a note of the objective and email it to Janet Cattini - janet.cattini@lsbu.ac.uk within 2 weeks of this workshop • Please use your experience from the workshop, to • prepare for your appraisal • provide evidence of your achievements, • enter into a 2 way feedback discussion

  35. Examples of SMART objectives - 1 How will this objective be measured? Corporate Plan Link Objective 2. An excellent teaching portfolio Develop short courses for two individual units, launch and evaluate by April 2012 The courses will be successful when unit progression is more than 70% Encourage student participation on course boards aiming to recruit two additional students by December 2011 Two briefing sessions for students taken place. Two appointments made.

  36. Examples of SMART objectives - 2 Corporate PlanLink Objective How will this objective be measured? 8. Simpler, faster decision making Work with ICT and the Executive’s office to develop an LSBU project methodology by January 2012. Positive feedback from pilot projects Create online resources by March 2012. Pilot methodology on 3 projects and provide facilitation and training. Methodology available online and evidence of use

  37. Examples of SMART objectives - 3 How will this objective be measured? Corporate Plan Link Objective 9: Helping our staff perform Promote the ‘ICT Skills for Staff’ Blackboard site as a way of benchmarking, testing and developing staff ICT skills Take up and evaluation of materials, aiming for a 20% increase on the previous year. Develop new Briefing Notes to tie in with on-going University strategic developments List of new briefing notes against strategic developments.

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