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Feedback Profiles

for {your team}

Mark Eddleston

https://www.marco.work

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Purpose: to document how each member of the team likes to receive feedback.

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Golden rules / guidelines

There are some golden rules to giving ‘brain-friendly feedback’.

Check your intention - who benefits?
Permission - ask if you can give feedback.
Be specific - really specific.
Impact - explain how you were impacted.
Check it landed - and have a conversation until it does.

And remember to ask for feedback - you don’t have to wait to be offered. See end of slides for further tips.

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When you have something appreciative for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

Ana

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Bea

When you have something appreciative for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

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Claudia

When you have something appreciative for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

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David

When you have something appreciative for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

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Ella

When you have something appreciative for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

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Fatima

When you have something appreciative for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

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Giovani

When you have something appreciative for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

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Harry

When you have something positive for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

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Isabel

When you have something appreciative for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

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Jose

When you have something appreciative for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

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Kay

When you have something appreciative for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

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Lena

When you have something appreciative for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

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Mark

When you have something appreciative for me, I’d prefer that you:

When you have something constructive for me, I’d like it if you could:

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Date updated:

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Q’s for soliciting feedback

Check out the Jamboard for inspiration.

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Tips to embed a culture of feedback 1

*Start with giving positive feedback & also by inviting feedback.
*Paint a picture of what's good
*Invite feedback: ask what could be better
Focussing on the good stuff encourages more of it - do more of this…
Praise your colleague, but genuinely! It encourages more of the same.
Role model by asking for feedback - invite it from your colleagues
Timing: feedback right away (unless tensions are really high)
Feedback in person: at least over video (phone as a last resort)
Why? Because around 90% of communication is non-verbal
So don’t feedback in writing (not even on Slack)

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Tips to embed a culture of feedback 2

When giving feedback you can say here's what I see, what do you see?
Share your observation, feeling, need, & request.
To help give feedback you can use SBI: situation, behaviour, impact.
When receiving you can use TIR - thank you, inquire, respond.
Be humble, because you could be wrong.
When receiving feedback that’s tough or that you don’t agree with, look for the truth in it - see what you can learn.
Offer praise in public, criticism in private.
Public criticism puts us in flight mode - we can’t hear feedback.
Don't kick anyone in the shin - it hurts!
Don’t feedback about personality.. don't go there. Ever.
Feedback is just guidance: more of this, less of that please.

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Other good stuff

Mark Eddleston

https://www.marco.work

Since your team is interested in collaborating well, you might also like:

My favourite feedback resources.
New Ways of Working: things to try, tomorrow! A team to-do list packed full of things that help progressive organising.
My New Way of Working newsletter.
My New Way of Working online course (it runs four times a year).

And feel free to connect with me on LinkedIn: https://www.linkedin.com/in/markeddleston/

Or by email: mark.eddleston@gmail.com