FeedForward: Feedback Models for Growth

Two Scrums Up

What is the right way to engage in feedback conversations? In this episode, John and Sarah Rose challenge traditional, default modes of feedback, including telling it how it is, blaming, and constructive criticism—all of which are unidirectional and assume one “right” answer. Instead, your intrepid hosts guide you out of the binary realm of one truth and walk you step by step through alternative models that contribute to building a feedback culture for growth.

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Referenced this week:

• Exploring the relationship between learning and leadership. Leadership & Organization Development Journal. (Brown & Posner, 2001).
• Leading adult learning: Supporting adult development in our schools. (Drago-Severson, 2009).
• How the way we talk can change the way we work: Seven languages for transformation. (Kegan, R., & Lahey, L. L. (2001).)
• Managing diversity at work: Does psychological safety hold the key to racial differences in employee performance? (Singh & Selvarajan, 2013).
• Situation, Behavior Impact Model (Center for Creative Leadership, 2020)

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Show Norms

• Be transparent about where we're at. Only record show when we're both ready.
• Tell me where your head is at. This will help us adapt to our moods and tones.
• Share the mic. Push for equity of voice in recording and editing.
• Respect each other's privacy.
• Use 'I'. Avoid broad generalizations.
• Speak your truth. Stay positive, but honest.
• Ask WHY. If something's unclear, we push each other to clarify.
• We make decisions together. Nothing goes live unless we are both happy.
• We will make mistakes, tell me when so I can learn.

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