{"id":1813,"date":"2012-06-29T11:00:52","date_gmt":"2012-06-29T10:00:52","guid":{"rendered":"http:\/\/www.idenk.co.uk\/blog\/?p=1813"},"modified":"2012-06-29T10:07:55","modified_gmt":"2012-06-29T09:07:55","slug":"3-levels-of-feedback","status":"publish","type":"post","link":"http:\/\/www.idenk.com\/blog\/3-levels-of-feedback\/","title":{"rendered":"3 levels of feedback"},"content":{"rendered":"<p>We like the Lencioni model (outlined in this book <a href=\"http:\/\/www.idenk.co.uk\/insights_podcasts\/\">\u201cThe Five dysfunctions of a team\u201d) <\/a>.\u00a0 One of the things that the\u00a0framework calls for is honest, regular feedback all ways within a team \u2013 from a leader to their reports,\u00a0between peers, to more senior staff.\u00a0 We have a simple Challenge Choice flow chart to help think about these options (available on request).<\/p>\n<p>Practising giving feedback in a safe space (such as a team workshop with an external coach) can be useful. However, team members can be suspicious of neat solutions. The \u201cstart positive, then give the challenge, end positive\u201d layered approach is regularly referred to as the \u2018sh*t sandwich\u2019 by client groups!<\/p>\n<p>We like to think of practising feedback at 3 levels:<\/p>\n<p>1) First, and simply, each member of the team lists one thing they appreciate about their colleague and one thing they would like to be different<\/p>\n<p>2) Level two, allows for colleagues to list all that is on their mind, good or bad \u2013 a sort of \u2018Personal Feedback Profit and Loss Account\u2019<\/p>\n<p>3) Level three, encourages colleagues to position themselves and each other on a 2&#215;2 of aptitude (technical skill) by attitude (behaviours). This is gritty work and needs a well-developed level of trust.<\/p>\n<p>If you want a couple of visuals to bring this to life (the Feedback Framework, The Challenge Choice Chart and the Aptitude x Attitude grid), let us know!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>We like the Lencioni model (outlined in this book \u201cThe Five dysfunctions of a team\u201d) .\u00a0 One of the things that the\u00a0framework calls for is honest, regular feedback all ways within a team \u2013 from a leader to their reports,\u00a0between peers, to more senior staff.\u00a0 We have a simple Challenge Choice flow chart to help [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[137],"tags":[69],"_links":{"self":[{"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/posts\/1813"}],"collection":[{"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/comments?post=1813"}],"version-history":[{"count":5,"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/posts\/1813\/revisions"}],"predecessor-version":[{"id":1822,"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/posts\/1813\/revisions\/1822"}],"wp:attachment":[{"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/media?parent=1813"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/categories?post=1813"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/www.idenk.com\/blog\/wp-json\/wp\/v2\/tags?post=1813"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}