Leadership

Question 1

Feedback: situation - behavior- impact structure?

Answer 1

• Situation: “This morning at the 11 a.m. team meeting…”
• Behavior: “You interrupted me while I was telling the team about the monthly budget.”
• Impact: “I felt frustrated when you interrupted me because it broke my train of thought.”

Question 2

Feedback elements (6)

Answer 2

Start by caring

Ask if someone wants feedback

State your intention

Master the format: Use the Situation-Behavior-Impact framework

Prepare for the conversation

Ask how the other person feels

Question 3

Feedback: checking in with person at the end?

Your feedback is only half the story.

Answer 3

How does that resonate with you?”

“What was your experience of the event?”

What was your intention?”

Question 4

Preparing for conversation (5)

Answer 4

Define your objectives. Do you want to build a closer relationship with the individual? Do you want them to address an issue?

Ask yourself: What’s on their mind?

List alternative approaches.

Assess the alternatives.

Role play. Ideally with someone you trust, otherwise even saying it out loud can help you out.

Question 5

Feedback: message and inquiry?

Answer 5

Don’t hide your message. Don’t give irrelevant reassurance at the end.

You don’t know what they are thinking unless you ask. Don’t assume.

Stick to what you know is true: How someone acted and the effect of those actions on us or the group.

Question 6

How to say no? Psychologist advice:

Answer 6

Say: “That’s not going to work for me.”

Question 7

When changes occur - Beachbody advice?

Answer 7

If it challenges you it will change you