Coaching & Feedback


Breakout 1

  • What did you bring to the team that you are proud of in 2021?

  • What did someone else bring that you appreciate?

  • Where have we improved on (from our checklist) in the last months?

  • What still needs work? Any suggestions?

    1. Be intellectually curious and take initiative to present new ideas (8.8)

      • Build on areas that excited and motivate you by developing new ideas to support the teams goals (7.8)

      • **Demonstrate your passion by contributing at least one point/idea at team meetings (6.8)

      • **Regularly share presentations, white papers and other materials to support he teams goals while illustrating your deepening understanding of our business (5.8)

        • Include summary of key takeaways with implications

        • Organize/assign competitors/sources… capture in the repository

        • ** publish something as part of weekly update… doesn’t have to be big, but just one paragraph of our insights. Start unstructured

    1. Learn how to deliver better feedback (8.0)

    • ***Steven to look at VU for existing courses, then evaluate Joshua supplement

    1. Say/do ratio. Strive for 100% of commitments to be executed, notice provided or discussed to jointly reprioritize (7.8)

    • **Verbalize commitments with timelines.

    • **Define and deliver on commitment. Publish a weekly report, be comfortable to identifying delays & roadblocks and seek help to meet your deadlines (7.2)

    1. Support/check in with each other through informal catchups 2/3x a week (7.8)

    • **15 minutes stand up 2x/week. Neerav to schedule

    1. Define regular feedback check-in with your peers and leaders (i.e. monthly/quarterly) (7.6)

    • **Schedule regular feedback check ins. First one in December, min of 2… hit every team member once/quarter


Breakout 2

  • Why do you think you have this style?

  • How/when does it help/hinder?

  • How aware are you of when you are using it?

  • How often do you intentionally adjust your style?

 

Breakout 3

 

Breakout 4

  • Take 2 mins to think about the best coaching conversation you ever experienced as a manager or a report

  • What made the conversation great?

  • What are the qualities of a coaching conversation? What are the core skills?

 

Breakout 5

  • 1.Goal: What do you want to achieve?

  • 2.Reality: Where are you now? What is the current situation?

  • 3.Obstacles: What stops you from achieving it? What is getting in the way?

  • 4.Options: What do you already have to help? What else could you do?

  • 5.Way forward: What practical actions do you need to take? When will you do it?

 

Breakout 6

•What do you want to achieve / what is the outcome you are looking for?

  • •What will that do for you?

  • •How will you know when you have what you want? (What will you be seeing, hearing, feeling?)

  • •Is this worth the time, effort and cost to you?

  • •What do you get out of your current state/situation that you’d like to keep?

  • •Is it aligned to who you are?

  • •Are you the owner of this goal?

 

Breakout 7

GREAT 8:

  • The AWE Question: And what else? Tell me more….

  • Focus: If you had to pick one of these to focus on, which one here would be the real challenge for you?

  • Rank: 1-10 Importance vs. Ability

  • Summarize: If I understand..... (reflect or reframe)

  • Label: It sounds like..... (feeling)

  • Specify: Can you give me an example? How do you know?

  • Relationship: Is there a relationship between X and Y?

  • Add/Remove: What is the cost of doing nothing? What success can you build on? When does it work?




Breakout 8

Download the Fillable PDF here (if you want): DOWNLOAD.

Please discuss with your partners:

  • What are your high/low areas? Why?

  • Why is delegation so critical for us & those we delegate to?

  • Are there areas where you need to ‘let go’ or delegate more?

  • What stops us from delegating more? What mistakes do you see?


Breakout 9

Try it on: Delegate— what exactly would you say?

  • Reason: Why them & why does it matter?
    FOR THEM.

  • Route: How to do it?

  • Resources: What is needed: skills (interpersonal & technical), authority?

  • Reinforcement: What support can you provide?

  • Results: When and what do you expect? Are there checkpoints along the way?

  • Replay: Ask a few direct questions—“What is your level of comfort with this task? What approach you would take to handle this assignment? Are there particular steps you’re uncertain about?”

  • Feedback: How did they do? What can you change? What questions do you still have?

Breakout 10

Please discuss with your partners:

  • When should we/when should we not give feedback?

  • What is the best feedback you ever received or gave? Why?

  • What is your balance of positive vs developmental feedback?

  • How can we give good/useful feedback?

Breakout 11

Try it on: Feedback

  • Open: No Sandwich, but ok to start positive/relation-oriented.

  • *Ask: Start by asking questions (sometimes): how do they see it?

  • *Request: Seek permission to share (maybe).

  • Situation: What is the context?

  • Behavior: What do you want to reinforce or correct. Stick to facts (descriptive), not judgements (evaluative— rude/bad).

  • Impact: Explain the cost of the behavior for them, the audience (if any) & the team. Avoid self serving.

  • Feedforward: Outline next steps. Keep it positive.

  • Replay: Check their understanding.

  • Feedback: How do they did? What can you change? What questions do you still have?