Foundations of Team Leadership

1. Foundations of Team Leadership The Art of Feedback

2. Foundations of Team Leadership Feedback Is Always Accurate- Weighed & Carefully Prepared - Feedback should always be in relation a Shared Goalor because one has been asked to provide it • There is no other reason to undertake feedback- and to do so otherwise is risky Feedback should always be done with utmost careful preparation & respect . • Provide it to others with the same spirit as you would provide it to a superior face-to-face

3. Feedback Situation Behavior IMPACT ALWAYS!

4. x S M A R T • Specific & Behavioral • Measurable/ Observed • Actionable • Requested/ Required • Timely Feedback

5. Feedback SBI ‘Plus’ FORMULA DATE: __________________________  . TO: PERSON RECEIVING THE FEEDBACK: ___________________________  . FROM: PERSON GIVING THE FEEDBACK: ___________________________ (SITUATION & BEHAVIOR- SBI Interventions) What I saw you do/say… ______________________________________________________________________________________________________________ (IMPACT-OBSERVATION- SBI) The impact it had on me was… The reaction I saw others having was… ______________________________________________________________________________________________________________ (INTENT- MENTAL MODELS-LADDER OF INFERENCE –GENUINE INQUIRY) I am assuming that your intent/what you meant to do was …was it? ______________________________________________________________________________________________________________ (GOAL ALIGNMENT-EQ) Moving forward, what might be helpful (for me) is if you could do differently … ______________________________________________________________________________________________________________

6. Foundations of Team Leadership Feedback for One Self (When Desired or Required)

7. The Leadership Journey of Self Discovery

8. INTENT INTERVENTION IMPACT FEEDBACK + REFLECTION Inner Outer Individual Focus Awareness

9. Known To Self Not Known To Self Open Blind Known To Others Known To Others To All To Me Hidden Unknown To You To All Not Known To Others Not Known To Others Not Known To Self Known To Self Foundation of Team Leadership Transforming the Way We Work and Learn Together HRSLO Johari Window

10. Foundations of Team Leadership Feedback & Coaching of Others Team Leader to Team Member

11. The Team Leader as Team Coach . Through effective coaching, theteam Leader fostersteameffectiveness-strengthening individual team members and enhancing the overall team’s ability to get things done better • Coaching: • Develops the professional capacity of team members, especially of those new in the Bank • Builds the confidence and self-esteem of people in the team, so they can take on more responsibility and tackle more challenging roles • Deepens the team’s capacity to navigate through ambiguous, complex and dynamic situations by providing extra support when needed

12. Foundations of Team Leadership Two Types of Feedback Positive Feedback • Good team leaders look for things • To provide positive feedback about! Constructive Feedback • Focus constructive feedback on improvement, not on blame! The Skill to Give & Receive Feedback Is Key to Effective Coaching

13. Foundations of Team Leadership Team Leaders as Coaches • Should Be: • Generous about developing team members • Systematically give credit, acknowledge, and appreciate others • Encouraging of team learning • Motivate individual members to stretch into Continuous Improvement A Special Role

14. Foundations of Team Leadership Team Leader Feedback to Team Member Before Giving Feedback • Frame feedback as mutually beneficial exchange • Using feedback as developmental tool (safe environment) • Or as a helpful process for effective team work • Do Your homework- Check your facts Do Not Give Feedback • To punish, embarrass or putdown a person • When irrelevant to the task • When too late to do any good • When issues are beyond person’s control • When feedback is vague and incomplete

15. Foundations of Team Leadership Team Leader Feedback to Team Member Constructive Feedback should • Follow strict rules of protocol • Be given in the spirit of Continuous Improvement • Refer back to shared goals of the team/project • Badly done Constructive Feedback can have demotivating and unproductive consequences for the individual and for the team • If feedback is inappropriately conducted in matters touching Race, Gender, Ageism, Culture, Religion etc. - can have serious consequences • Feedback should always be undertaken judiciously and sensitively, but especially when team leaders have no authority to hire, fire or do OPEs

16. Foundations of Team Leadership Appropriate Criteria for Feedback Do Before Hand Don’t Address After Fact • Be clear about work expectations • Frame feedback as mutually beneficial exchange • Do your homework on facts • When it is irrelevant to the task • When it is too late to do any good • When issues are beyond person’s control • When your feedback is vague and incomplete

17. Foundations of Team Leadership Coaching Guidelines Be Sensitive: • Timing and place • Given at a time when person can focus on the feedback • Timely feedback close to the observed incident-behavior • Issues of public face andconfidentiality • Is given discretely & ensures that no one is publicly embarrassed • Providing balanced feedback • Offers positive feedback as well as constructive feedback to help provide a balanced perspective • Showing empathy for receiver of the feedback • Expresses empathy (genuine) when perceive discouragement

18. Foundations of Team Leadership Feedback & Peer Coaching Feedback Peer to Peer

19. Foundations of Team Leadership Positive and Constructive Feedback Positive Feedback • Is usually welcomed Constructive Feedback • Is not necessarily welcomed • Should be given only • The person asks for it (requested) or gives permission • A person has a right to give it (Team Leader or Superior)

20. Foundations of Team Leadership Own Your Comments WHEN Interacting • Refer to the behavior in reference to the agreed team goals or understanding between both of you provide feedback . • Do not be judgmental or preach just describe how you have been affected. . • Help the person understand their IMPACT. Describe the behavior they were doing and its effect on you… WORDS to USE • Own your statements – use the pronoun I and avoid the use of the word YOU when giving feedback for development purposes . • RATHER than “You are an unsupportive team member” . • Perhaps you might say-“I felt let down because I had to rush on the paper because your section was so late…”

21. FOUNDATIONS OF TEAM LEADERSHIP Feedback Form Peer Appreciation & Feedback What I saw you do/say… _____________________________________________________________________________________________________________________ _____________________________________________________________________________________________________________________ The impact it had on me was… The reaction I saw others having was… _____________________________________________________________________________________________________________________ _____________________________________________________________________________________________________________________ I am assuming that your intent/what you meant to do was …was it? _____________________________________________________________________________________________________________________ _____________________________________________________________________________________________________________________ Moving forward, what might be helpful (for me) is if you could do differently … _____________________________________________________________________________________________________________________ _____________________________________________________________________________________________________________________