Diving into the NYT Bestseller "Thanks For The Feedback," this presentation focuses on how to effectively receive feedback and constructive criticism.

1. raise your leader quotient
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9. > Leadership Quotient

10. LQ = IQ + EQ + XQ

11. When a leader gets better,
ALL of Vancouver benefits.

12. Leaders are Readers

14. Leaders are Learners

16. Nov. 30th
The Power of
Storytelling
Greg Power,
President, Weber
Shandwick Canada

18. peoplearetheplan.com
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21. • Marketing recruitment practice
leader @ Smart Savvy
• 15+ years in tech marketing
• 5 years marketing recruitment
with leading BC companies
Jaylene Crick

22. • EVP Chief Innovation and Growth
Officer at Tribal Worldwide
• 15+-year veteran of digital and
integrated marketing
• Born and raised in the good ol’
wholesome Prairie’s of Sask
Marty Yaskowich

23. What is “feedback”?

24. Why the focus on
“receiving” feedback?

25. Benefits of Being a Good
Feedback “Receiver”
• Improved relationships
• Reduced stress & anxiety
• Learning & growth
• Improved leadership
effectiveness

26. Forbes, “The Best Gift Leaders Can Give: Honest Feedback”, 2013

27. Reflection: Think of two times you received “feedback” where you
did not accept or use it – why didn’t you?

28. Why is feedback so
hard to receive?

29. Discussion: How do you typically react to feedback?

30. Truth Triggers

31. Relationship
Triggers

32. Identity Triggers

33. Identity Triggers

34. Receiving feedback well is a
process of sorting and
filtering

35. Receiving feedback well is a
process of sorting and
filtering

36. • What type of feedback is it?
– Appreciation
– Coaching
– Evaluation
Truth
Triggers1

37. Discussion: In your team…
-What kind of feedback is most frequently given? How is it given?
-What kind of feedback is least frequently given? Why?

38. Truth
Triggers1
• How to prevent wires from getting
crossed
– Get aligned:
know the purpose and discuss it
– Separate evaluation from coaching and
appreciation

39. • Move beyond vague
feedback “labels”
Truth
Triggers1

40. • Seek first to understand
– Where is the feedback coming
from?
• Observe data
• Interpret and tell story about data
– Where is the feedback going?
Truth
Triggers1

41. • See your blind spots
Truth
Triggers1

42. • See your blind spots
– Amplifiers
• Emotional Math
• Situation Versus Character
• Impact Versus Intent
– Ask with genuine curiosity
– Get a second opinion
Truth
Triggers1

43. Discussion:
• How often do you ask for feedback?
• What do you typically ask?
• What stops you from asking for feedback more often?

44. Don’t switchtrack – understand the
relationship triggers that create this
impulse
– What do we think about the giver?
– How do we feel treated by the giver?
Relationship
Triggers2

45. How to prevent switching tracks
1. Spot the two topics on the table
2. Give each topic its own
conversation track
3. Help givers be clearer about their
original feedback
Relationship
Triggers2

46. • Identify the relationship
system
– Take three steps back
1. You + Me Intersections
2. Role Clashes
3. The Big Picture
Relationship
Triggers2

47. • Learn how wiring and
temperament affect your story
– 3 variables in your reaction to feedback
1. Baseline
2. Swing
3. Sustain and Recovery
Identity
Triggers3

48. Reflection: How would you describe your own wiring in terms of:
• Baseline? (your natural happiness in life)
• Swing? (the degree to which your emotions swing when you receive feedback)
• Sustain & recovery? (how long you sustain the buzz off of / or recover from feedback)
No big deal Love feedback!
Hate feedback. Hopeful but fearful
Quick
Slow
Negative
Recovery
Short Long
Swing / Recovery Combinations

49. Identity
Triggers
• Our wiring is NOT fixed

50. 5 Strategies to Dismantle Distortions
1. Be prepared, be mindful
2. Separate the strands:
feeling/story/feedback
3. Contain the story
4. Change your vantage point
5. Accept you can’t control how
others see you
Identity
Triggers

51. Strategies to cultivate a growth
identity
1. Give up simple identity labels and cultivate
complexity
2. Move from a fixed mindset to a growth mindset
3. Sort toward coaching
4. Unpack judgement from the evaluation suitcase
5. Give yourself a “second score
Identity
Triggers

52. Reflection: Think of 2 pieces of feedback you found tough to receive.
• What were the most immediate thoughts to go through your mind as
you received this feedback?
• How would you describe your experience in relation to the three
triggers (truth, relationship, identity)?

53. Are there times
where it’s better
just to ignore
feedback?

54. How HR can help
1: Trumpet benefits AND
explain tradeoffs
2: Separate appreciation,
coaching & evaluation
3: Promote a culture of
learners

55. How Leaders and Feedback
Givers can Help
1: Model learning, request coaching
2: As givers, manage mindset
and identity
3: Be aware of how individual
differences collide in organizations

56. Forbes, “The Best Gift Leaders Can Give: Honest Feedback”, 2013

57. Tips for Eliciting
Feedback
1: Ask for 1 thing
2: Tap people you struggle with
3: Do a column test

58. Discussion: What have you learned about your role as a feedback
giver? What will you do differently?

59. Nov. 30th
The Power of
Storytelling
Greg Power,
President, Weber
Shandwick Canada

60. Best Event
Round Up
Tweet.