The document discusses challenges and best practices for providing and receiving feedback. It aims to help participants understand their own fears around feedback, improve how they deliver feedback, and learn to respond openly when receiving feedback. The workshop covers recognizing destructive feedback patterns, using impact and clean feedback models, reframing criticism constructively, and a six-step framework for receiving feedback. Participants practice these skills and discuss how to apply the lessons to create a healthier feedback culture.

1. The Feedback
Effect
Agile for Humanity 2022
Nicole Spence-Goon
Julie Wyman

2. Story Time

3. When feedback
turns…
destructive

4. 1:1
Feedback

5. Goals
1.Understand our own challenges and
fears when it comes to feedback
2.Improve our feedback delivery
• Get in the feedback state of mind
• Learn how to provide impact/clean feedback
• Learn constructive re-framing
3.Be able to respond openly & with
curiosity when receiving feedback

6. Agenda
1.Understand our own challenges and
fears when it comes to feedback
2.Improve our feedback delivery
• Get in the feedback state of mind
BREAK!
• Learn how to provide impact/clean feedback
• Learn constructive re-framing
BREAK!
3.Be able to respond openly & with
curiosity when receiving feedback

7. Feedback
Why?
is hard

9. Group Discussion
1) Video
• What stood out to you?
• What felt true to your experiences? What didn’t?
2) Can you think of a time when you…
• Had feedback to give, but didn’t? What held you back?
• Gave feedback and it didn’t go well?
• Felt defensive about feedback you were given?
3) Do you feel any differently about giving or receiving feedback
to a peer versus your manager?

10. Anti-
patterns

11. Lacking
Specifics

12. Non-direct
feedback

13. Not
Timely

14. Public Feedback

16. Feedback Delivery

17. The Engaged
Feedback Checklist
q I’m ready to sit next to you rather than across from you.
q I’m willing to put the problem in front of us rather than between us (or sliding it
toward you).
q I’m ready to acknowledge what you do well instead of picking apart your
mistakes.
q Ready to listen, ask question & accept I may not fully understand the issue
q I recognize your strengths and how you can use them to address your
challenges.
q I can hold you accountable without shaming or blaming.
q I am open to owning my part.
q I can genuinely thank someone for their efforts rather than criticize them for
their failings
q I can talk about how resolving these challenges will lead to growth and
opportunity
q I can model the vulnerability & openness that I want to see from you
I know that I’m ready to give feedback when…
Source: Brene Brown’s Dare to Lead | www.brenebrown/daretolead
Before You Dive In...

18. Break

19. Impact
Feedback

20. Impact Feedback
Format
What is it?
Give feedback from
your perspective.
Allows you to have your
emotional needs acknowledged.
Must provide your feedback
in a timely manner.
When you
[person's behavior],
the impact on me was
[your reaction].
Response
Thanks for bringing this
to my attention.
Thanks for making me
aware of the impact
this had on you.

21. Impact Feedback Examples
When you cut me off in the team meeting, the impact on me was
that I felt like my voice wasn’t being valued and I stopped contributing.
When you asked me to lead the presentation on project risks,
the impact on me is that I felt empowered to represent the team
and more comfortable engaging in project discussions.

22. Clean
Feedback
Model

23. Clean Feedback Model
What is it?
Evidence-based feedback
from your perspective.
Allows you to have your
emotional needs acknowledged
only if evidence is presented first.
Must provide your feedback
in a timely manner.
Structure
Evidence: what you
saw or heard
Inference: the
meaning you made
Impact: the effect on
you or the situation
Format
I noticed [evidence].
The meaning I made
from that is [inference].
The impact it had on
me is [impact].

24. Clean Feedback Examples
I noticed you interrupted me while I spoke in the team meeting. The
meaning I made from that was my voice wasn’t being valued.
The impact it had on me is that I stopped contributing.
I noticed you let me lead the presentation on project risks. What I
inferred from that is that you trusted me. The impact it had on
me is that I felt empowered to represent the team and more
comfortable engaging in project discussions.

25. Pair Practice:
Impact and Clean Feedback

26. Practice Scenarios
First person scenarios:
1) You get asked to mentor a new team member
2) A team member waited until right before a
presentation was due to ask you for help
3) Or pick your own!
SWITCH
Second person scenarios:
1) You get asked to present in a high-profile meeting
2) A leader keeps shutting down each of your ideas
before you’re even able to finish
3) Or pick your own!
Reframe as
impact or clean feedback:
When you
[person's behavior],
the impact on me was
[your reaction]
----------------------------------------------------------------
I noticed [evidence].
The meaning I made from that
is [inference].
The impact it had on me is [impact].

27. Impact /
Clean
Feedback
Debrief

28. Share your
experience
•How’d that go?
•What stands out?
•What felt useful?
•What felt awkward?
•Do you think there’s a place to try
these techniques in real life?

29. excella.com | @excellaco
Constructive Reframing:
JUST FLIP IT.

30. The Dark Place: Destructive Criticism

31. The Good Place: Constructive Criticism
Describing Share
observations
Explain the
Impact
Asking Be curious
Walk in their
shoes
Suggesting Offer
suggestions
Be specific
Encourage
Dialogue
Give chance
to respond
Get their
thoughts

32. Transform Destructive into Constructive
Destructive Constructive

33. Reframe your Feedback
Judging Assuming Telling Monologue
Describing Asking Suggesting
Engage in
Conversation
Usually, not sharing
these ideas makes
it difficult to convince
the client that...
You had some great points
in your presentation.
I noticed you didn’t
mention these 2 key ideas
I'm curious, was
there a reason
you left out these
points?
Next time, how
about switching…
What do you
think?
Your presentation could
have been better...
...probably
because you needed to
prep more.
Here's how you fix it... Got it? Great.

34. Pair Practice:
Constructive Reframing

35. Practice Scenarios
Pick one of the two examples or create your own
Feedback Scenarios:
1) Your code format is terrible, so clearly you're not a
great developer. Here's how you fix it...
2) You were spaced out in the workgroup meeting, and
you didn’t show any initiative, because I didn’t hear you
speak up. I’ll just bring Tom to next session instead.
Reframe into Constructive Feedback
Constructive
Reframing:
Describing
Asking
Suggesting
Encourage Dialogue

36. Constructive Reframing:
debrief

37. Share your
experience
•How’d that go?
•What was useful?
•What surprised you?
•Might you use this technique in
real life?

38. Start with
positive feedback
Practice first – write it out
or try with someone else
Consider your audience
and their preferences
Balance empathy
with honesty

39. Break

40. Receiving Feedback

41. 6 Steps
Framework

42. 6 Steps
Framework
Recap
1. STOP your first reaction
2. REFLECT on the benefit of
getting feedback
3. LISTEN for understanding
4. Say THANKS
5. ASK questions to deconstruct
the feedback
6. Focus on what you LEARNED

43. What's the
2% truth
that you can acknowledge in any
piece of feedback?

44. Group Discussion
1) Related to the 6 Steps Framework (Stop, Reflect, Listen, Thank,
Ask, Learn)…
• Which step do you find the most challenging personally? Why?
• Which step do you excel at? Why?
2) Have you ever…
• Responded poorly to feedback provided to you in the moment? What
was the primary emotion you were feeling?
• Shared your personal preferences for how you like to receive feedback?
3) Do you feel that your team and/or organization has a healthy
feedback culture? Why or why not?

45. We all need
feedback.
Your response
impacts future
willingness to share
feedback with you.

46. Wrapping up
Recap.
Takeaways.
Resources.

47. Goals
1.Understand our own challenges and
fears when it comes to feedback
2.Improve our feedback delivery
• Get in the feedback state of mind
• Learn how to provide impact/clean feedback
• Learn constructive re-framing
3.Be able to respond openly & with
curiosity when receiving feedback

48. Share your insights
What ideas can you take away from the workshop to update your
approach the next time you deliver or receive feedback?

49. Resources
Radical Candor (book)
Radical Candor (video summary)
The Feedback Fallacy
The Engaged Feedback Checklist
4 Things to Do Before a
Tough Conversation
How Leaders Can Get Honest Productive
Feedback
Taking Constructive Criticism Like a Champ

50. Let’s Connect
Nicole Spence-Goon
nicole.spence-goon@excella.com
https://excellalabs.com/author/nicole-spence-goonexcella-com/
linkedin.com/in/nicole-spence-goon
Julie Wyman
julie.wyman@appian.com
https://www.slideshare.net/JulieWyman3
linkedin.com/in/julie-wyman/