‘How to Share Awesome Feedback’ Videos and Banter
After you review each of these videos, we’d love your comments, below. What tips will work best for you? Do you agree? Questions???
Note: If this is your first time here, it’s best to start with Video #1 below and view them in consecutive order.
Video #3: Released January 15, 2:00 EST — Making Feedback “Stick!”
Video #2: Released January 11, 4:00 EST –Awesome Feedback Discussions – Avoiding Hurt and Defensiveness
Video number one: Released January 8, 8:00 EST — How to Prepare to Give Feedback that Works
Note: If this has been forwarded to you, and if you want to be updated on upcoming videos and feedback resources, click here to share your contact info or visit https://www.marshaegan.com/fbformula-signup .
Video #4: Released January 18, 4:00 EST – The Feedback Formula is LIVE!
Click here to view our January one week package. And check out this one minute video about it. In case you missed our one week opportunity, don’t fret, it is still available, but at a slightly higher price.
After each video, we would love to see your thoughts about our suggestions, comments about how it has worked for you, and questions it may have inspired. Don’t hesitate – comment NOW! And comment on other peoples’ comments too…
Marsha, you mentioned that I sit behind my big desk and create a superiority wall, I get it, it is true. But, I expected you to say, get up from sitting behind your desk and sit in one of the chairs with the person you are seeking to help, get at their level, lose the desk, and communicate in a personal way. You didn’t say that, so I am not just saying it, I am going to do this from now on. Not only that, but I am going to get our conference room project completed quickly so that any of our managers can have a private place to use for those touchy conversations.
Thanks for that!
Hi Wayne, I didn’t say it but I MEANT to say it. Thanks for the clarification, and good luck with your conference room project!
collecting evidence seems like a strong word, i think of getting the facts documented so that you can give solid examples and show them. Vague statements are meaningless without documentation. Be sure to learn both sides of a situation as well. One person’s interpretation of a behavior, might simply be a 1 time experience by the other party and blown up.
Good points, Linda.Evidence might be too strong a word, collecting examples is very important for us to prepare for the dialogue. Thanks for sharing!
It is amazing what you can learn sitting and watching a small video. I think that it is very helpful on both sides.
From video one Do you have any suggestions for “icebreakers” to get the conversation started so the person feels at ease?
Yes, Mike! The best way to start is in a respectful friendly way… Smile, ask them to have a seat. Sit down next to them, if possible, rather than across a desk, and ask a rapport building question. Nothing too deep, but something along “How’d you like the Eagles game last night.” Spend a minute or two on that, listening caringly. Then state a description of the expected behavior (NOT policy). “You know, Mike, it is important that we have all of our customer care folks at their desks and ready by the time we start at 8:00.” Then review the specific deets of when the person was late for work… These are Steps 1 and 2 of our formula. Hope this helps! PS. Fly Eagles Fly!
Thanks Marsha
Appreciate your focus on RESPECT, Marsha. That’s a key to any successful communication, including in the workplace. We can’t move ahead effectively in any relationship without the respect component being clearly evident.
If you follow the steps you have outlined and the person you’re trying to give feedback too becomes vey defensive and even hostile what do you do? Do you end the session with positive comments and respect and then try again at a later date?
That is a possibility. Most likely, when you’ve followed these steps – all of them, and you remain positive and encouraging, it won’t come to that. If it does, the person will most likely come back to you after he or she has had time to think about it. The bottom line is that you’re trying to help, and given some time to think, they should realize it.
Thanks for this information Marsha. Always a great review and for some new information. Wishing you the best !
This is a great approach to win-win outcomes, Marsha. I like your philosophy!