3/31/2023 0 Comments Art of illusion 3.0.1Of course, it’s easier said than done, we are all serial advice-givers. ■ Shift from advice-giver to coach-like behaviorsĪgain, the secret sauce is being curious and asking powerful questions to help the receiver discover by himself what is going on and how to move forward. ■ Be as specific as possible on what isn’t going well, how it affects you, and why you think so. That’s why it’s important to help your people understand the why and the benefit of the feedback for the receiver in the long-term instead of focusing on the short team discomfort. Often, feedback givers and especially managers lack the courage to give honest and constructive feedback. ■ Shift from conflict avoidance to embracing healthy discussions Know your own pattern, and most of all, be curious about your co-workers to give them the feedback that suits them best, not the one that you want to have. It can be as simple as saying: As part of this team, or simply a tiny gesture like using an appreciative tone. That’s why it’s essential to use belonging cues when delivering feedback. If there is one desire that can balance or stop the learning needs, it is the human’s need and desire for acceptance and belonging to the group. Anyone who has been part of an agile team knows how testers become more impactful when they move from “Gotcha ! I break your code or the product” to “I help you create better products.” If there must be only one rule, it must be this one: Feedback must be motivated by helping the person, the team, or the company, never to hurt, to express personal frustration, or to look clever. ■ Always start by asking for permission to give feedback. Remember: Feedback is more than anything a relationship between givers and receivers, both sides must be trained! Let's dive even more into Feedback today: To promote a healthy feedback culture, you need to train people to give feedback!
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