Enclosed is the handout I prepared for my presentation tomorrow for Totem Toastmasters Leadership Workshop. The last Leadership Workshop for the year. I will follow up after the workshop with feedback from the group discussion on this presentation.
Objectivity is an Illusion
Research shows that positive and negative reinforcement do not improve performance. In reality, people are relying on emotion rather than logic, which leads them to making better decisions.
The human brain is constantly changing, triggering synapses throughout our brains. Synapses die off and are replaced by new ones, altering, rewiring and responding to physical changes. These changes impact our moods and thoughts.
People learn through storytelling. The transformational leader creates a story about the kind of change necessary to align the needs of employees with those of the organization.
Everyone has blind spots when it involves feedback. How to move the barriers? Discuss where the feedback is derived: data and interpretations, advice, consequences, or expectations.
What is different? How are we deciphering the data, evaluating our interpretation and applying any rules?
What is right? Seek what is legitimate and address any concerns you have in common with the receiver.
Apply GAP Modeling My Thoughts / My Intentions / My Behavior / My Impact on Them / Their Story About Me / Their Feedback to Me
Feedback is relationship based, not metric based. Improve Feedback between people through crucial conversations. Teach people how to become better receivers of feedback. Develop trust, communication and credibility within the organization. There are no perfect Feedback systems in any organization.
Stone, Douglas, and Sheila Heen. Thanks for the Feedback: The Science and Art of Receiving Feedback Well (even When It Is Off Base, Unfair, Poorly Delivered, and Frankly, You’re Not in the Mood), 2015.
Jacobs, Charles S. Management Rewired: Why Feedback Doesn’t Work and Other Surprising Lessons from the Latest Brain Science. 2019.