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Joshua Spodek

Joshua Spodek [email protected] joshuaspodek.com @spodek

Feedforward

Interesting TalksJoshua Spodek

March 14, [email protected]

www.joshuaspodek.com

mailto:[email protected]

http://joshuaspodek.com/

https://twitter.com/spodek


http://www.joshuaspodek.com/

Joshua Spodek


What brought you here?

Introductions




Joshua Spodek


To improve yourself—behavior-related

To improve professional relationships

To improve personal relationships

Fewer and shorter arguments

To turn disagreements into personal growth

To understand why it works

To get to know people faster

To meet similar-minded people

To create mentors out of relationships

Needs as understood




Joshua Spodek


About me

About Marshall

What Feedforward is and how to do it

You'll do it

Review what's happening and why it works

Fifteen-minute break

More, for those who want it

Questions

Agenda




Joshua Spodek


CV credentials

PhD

Satellite

Entrepreneur

MBA

Esquire “Best and Brightest”

Executive/personal coach

NYU Adjunct; Columbia Business School lecturer and coach

Author/Blogger—www.joshuaspodek.com

Columnist for Inc.

Joshua Spodek

Joshua Spodek


Pioneered 360-feedback

Profiled in New Yorker, HBR, Forbes

Named #1 leadership thinker in world; awards from Times, Forbes, Economist etc

#1 NYT, WSJ bestselling books

Worked with Peter Drucker and Frances Hesselbein

Taught at Dartmouth

Top client: Alan Mulaly, as CEO increased Ford's share price 18 times

Personal mentor

Inspired me to create small, simple exercises at heart of leadership success

Marshall Goldsmith





Joshua Spodek


Feedback is essential for self-improvement, but has some problems.

People don't like to give negative feedback, so we discount positive feedback.

Can't change the past.

Feedback




Joshua Spodek


Create a way to get feedback but without triggering judgment and making it useful for present and future

Embody it in a script

Practice the script to get the principles and habit

(I'm amazed at how well-crafted the script is, especially after ten years)

Feedforward principles




Joshua Spodek


1. Identify something behavior-related you want to improve—e.g., public speaking

2. Identify a person who can help and why they would be helpful—e.g. the person has seen you and others speaking in public

3. Say to him or her: “I'd like to improve my public speaking. You've seen me speak in public and others whom you liked. I wonder if you could give me two or three pieces of advice that could help me improve?”

4. Write them down. Clarify if necessary. Do not evaluate.

5. “Thank you”

Optional: ask for accountability

Example. Volunteer?

Feedforward “recipe”

http://www.marshallgoldsmithlibrary.com/cim/articles_display.php?aid=110




Joshua Spodek


Think of something behavior-related you want to change—ideally that the person next to you can help you with

Find someone, give and get feedforward, then repeat with someone new

Quantity to get quality

Try to get most interactions in ten minutes

Follow the script. Practicing do re fa mi so la do ti doesn't help you learn piano.

Your turn




http://www.marshallgoldsmithlibrary.com/cim/articles_display.php?aid=110

Joshua Spodek


1.Identify something behavior-related you want to improve

2.Identify a person who can help and why they would be helpful

3.Say to him or her: “I'd like to improve my [X]. You've seen me [do X] and others whom you liked. I wonder if you could give me two or three pieces of advice that could help me improve?”

4.Write them down. Clarify if necessary. Do not evaluate.

5.“Thank you”

Optional: ask for accountability.

Feedforward “recipe”




Joshua Spodek


If you could pick one word to describe the exercise, what would you pick?

How many people got useful advice?

How many people plan to implement some of the advice?

How many people want to see if they will use your advice?

How many people felt bad about being judged?

How many people felt good about the advice they gave?

How many people felt like an expert when giving the advice?

Exercise review




Joshua Spodek


1.Identify something behavior-related you want to improve

2.Identify a person who can help and why they would be helpful

3.Say to him or her: “I'd like to improve my [X]. You've seen me [do X] and others whom you liked. I wonder if you could give me two or three pieces of advice that could help me improve?”

4.Write them down. Clarify if necessary. Do not evaluate.

5.“Thank you”

Optional: ask for accountability.

Script analysis




Joshua Spodek


Regular professional development

Personal development

Management review with double application

Think of manager's impression

You led a usually challenging situation into one where they didn't need to do the hard work

You are taking responsibility

They feel vested in your success. They will help

Resolving conflict: disarming

Networking

Applications




Joshua Spodek


Unconscious competence at continual development while developing relationships

See caustic effects of judgment and how to avoid them

Get mentors

The rest of the needs as understood

Long term results




Joshua Spodek


So far,So far,Tip of the icebergTip of the iceberg




Joshua Spodek


Marshall and I partnering on my courses

History with Marshall

Studied in business school, met the next year, learned Feedforward and No, But, However

Contrasted his technique with lecture, case study, and biography

Short, simple exercises based on theory and experience

Results: fast, experiential, enduring, not memorizing facts, immediate

Instead of analyzing, fixing

Update from yesterday




Joshua Spodek


Learning leadership a passion since business school

Friends prompted me to coach and write

Began coaching, writing, and giving seminars

Evolved into teaching and coaching at Columbia and NYU

Noticed the difference between experiential and traditional learning

Nearly every course and book I found taught traditionally: principles of leadership, laws of leadership, biography

Yet leading is not a traditional academic subject. It's active, social, emotional, experiential, and performance based

New passion: how to teach in such a field

Meanwhile, coaching led to creating more exercises like Marshall's

Between then and now: How to teach




Joshua Spodek


Years of exercise-based coaching led to curriculum

Two tracks emerged: Leadership and Coaching

NYU hired me to teach both

Updated Marshall

He endorsed and now wants to partner

I've been using the same technique I teach, both in creating courses (entrepreneurship) and partnering (leadership)

Online experiential, exercise-based courses




Joshua Spodek


Student gets exercise

Work on exercise with people they care about on matters they care about

Unique, personalized experience, facing emotional and social challenges

Instead of telling you answers, giving experience where you discover them

You'll be able to teach others as well as I can (with enough practice)

Reflect and post reflections to forum

Read others' reflections, developing community and learning from each other

Hear conversation between me and Chris

The iceberg: Course structure




Joshua Spodek


I hope you get value from Feedforward

I've used it nonstop for a decade. Marshall built his career on it.

For those who want comprehensive courses based on that structure:

Two courses: Leadership and Entrepreneurship

Instead of learning about leadership, learn to lead

Courses




Joshua Spodek


From joshuaspodek.com, click “Courses”

Courses




Joshua Spodek


Same exercises, same software, same order

They get classroom experience

Compare with NYU versions of same courses




Joshua Spodek


$6,056!!




Joshua Spodek


$498 for either

I've always started low and raised

Better discount because I respond a lot now, which will be premium

Online price




Joshua Spodek


20% off with “LONDON” for the rest of today

10% off tomorrow

Discount Codes!




Joshua Spodek


Student voices from last semester

Online forum

Only for self-motivated

Results




Joshua Spodek


From joshuaspodek.com, click courses

If interested




Joshua Spodek


Thank youand

Questions

Joshua [email protected]

www.joshuaspodek.com




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