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

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

5 P’s of feedback – Regular Reviews

preparation

perceptions

pre-framing

performance

personal/professional Objectives

PPPPP

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

Understanding their world

Perceptions

Climbing into their shoes

NameSeeing

SayingDoing

Feeling

Hearing

Perceptions

Setting the Scene

Pre- Framing

Coaching Diamond – Scene Setting

Pre-framing

Questing Skills – Encouraging thinking

Open

Probing

Summarising

Closed

Asking questions to help them think!

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

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

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

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

Listening for Potential

Detail

Agenda

Hot Spots

Filters

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

Silence

A Powerful Tool

80/20 Rule

Feedback skills – general approach

Invite their comments first

Build on common ground

What went well…

Even better if…..

Feedback

Performance

Skills or Behaviour – Finding the balance

A Action

S Skill

K Knowledge

A Attitude

B Behaviour

E Emotions

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%

B - ALANCED

O - BJECTIVE

O - BSERVED

S - PECIFIC

T - IMELY

Feedback – Coaching Style

B - ALANCED

O - BJECTIVE

O - BSERVED

S - PECIFIC

T - IMELY

Feedback – Coaching Style

Explore the positivesExplore 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

Feedback – Difficult Conversations- Behaviour

B Behaviour E Effect E Environment R Result

Feedback – Difficult Conversations- Behaviour

Behaviour This is the behaviour I have observed

Effect This is the impact of that behaviour

EnvironmentThis is the situation it occurred in

Result This is the result

SMART

STAR – Difficult Conversations -Skills

S SpecificT TaskA ActionsR Result

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

Feedback as a Gift

The Johari Window - Feedback is a gift

Not Known to SelfKnown to Self

The Public Self The Blind Self

The Private Self

The Unknown Self

Selecting the right development activity based on development need and SMART objectives

SkillBehaviour

Managing your reactions

Stop!

Look!

Listen!

Evaluate

Personal and professional ObjectivesBring SMARTer

Personal / ProfessionalObjectives

SMART

even SMARTer…..?

S Specific Simple Stretching Strategic

M Measurable Meaningful Motivating Manageable

A Achievable Agreed Appropriate Acceptable

R Realistic Resourced Reasonable Recognisable

T Timebound Timely True Targeted

Small group activity

On a flipchart, draft some SMART Objectives as a result of this workshop

Where is the emphasis ASK or ABE

Final Curtain

preparation

perceptions

pre-framing

performance

personal/professional objectives

PPPPP

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

F prepare for your appraisalF provide evidence of your achievements, F enter into a 2 way feedback discussion

Examples of SMART objectives - 1

2. An excellent teaching portfolio

Corporate Plan Link

Objective How will this objective be measured?

Develop short courses for two individual units, launch and evaluate by April 2012

Encourage student participation on course boards aiming to recruit two additional students by December 2011

The courses will be successful when unit progression is more than 70%

Two briefing sessions for students taken place.

Two appointments made.

Examples of SMART objectives - 2

 

Corporate PlanLink

8. Simpler, faster decision making

Create online resources by March 2012. Pilot methodology on 3 projects and provide facilitation and training.

Work with ICT and the Executive’s office to develop an LSBU project methodology by January 2012.

Methodology available online and evidence of use

Positive feedback from pilot projects

How will this objective be measured?

Objective

Examples of SMART objectives - 3

Corporate Plan Link

Objective How will this objective be measured?

9: Helping our staff perform

Develop new Briefing Notes to tie in with on-going University strategic developments

Promote the ‘ICT Skills for Staff’ Blackboard site as a way of benchmarking, testing and developing staff ICT skills

List of new briefing notes against strategic developments.

Take up and evaluation of materials, aiming for a 20% increase on the previous year.