Fix the feedback
You are living in Direct feedback culture.
When you did something wrong, your boss pointed out what you did wrong in front of everyone.
Is it appropriate way of feedback under direct feedback culture?
YES/NO if it's no, give a reason.
NO
timing of giving feedback is very important. it is proffered to give as soon as possible. However, it's better to give feedback personally.
What are the three main objectives of “Why do we give feedback”?
1.Help people to develop and become more effective.
2. Satisfy an emotional need for recognition and boost motivation and performance.
3. Help organization to work better.
What are the two scales for evaluating, according to Erin Meyer's The Culture Map?
Direct negative feedback and indirect negative feedback.
Basic Politeness
Your teacher wrote “Nice effort” on your assignment, but you want to improve your work. How do you ask for clearer feedback?
Say: “Could you give me more details on what worked well or what I could do better next time?”
Be polite and specific when asking questions.
Use respectful tone and open body language if spoken
You are a boss. At a meeting, one coworker led the meeting without asking others any opinions. you want to feedback how he led the meeting.
I don't think anyone was very happy with the way how you led the meeting.
instead of this, how can you say？ This is the first phrase to start feedback.
・How did you feel about the meeting?
・How do you think other people feel about this.
It is very important not giving reflection but question.
What are the 11 tips on “How to give feedback”?
"Give us at least 3"
1. Get timing right.
2. Structure the meeting.
3. Start by listening.
4. Comment, don't evaluate.
5. Talk about impact.
6. Look at perception gaps.
7. Explore alternatives.
8. Offer realistic suggestions.
9. Be sensitive to resistance.
10. Summarize and agree on a plan.
11. Get feedback on your feedback.
Which way of feedback is likely preferred by the Japanese, direct feedback or indirect feedback? (According to Erin Meyer)
Indirect Feedback
Peer Support
Your classmate submitted a weak part of your group presentation. You want to help them improve without making them feel bad. What do you say?
Be supportive and offer help to improve the work together.
Start with something positive they did.
Starting with micro yes followed with giving a feedback be "SPECIFIC".
Use “we” instead of “you” to sound more collaborative.
You are very dominant, and people don't like that.
Change this phrase to the way sounds soft.
＜use Auxiliary, （助動詞）verb＞
You may see yourself as a strong person. Others might see this behavior as rather aggressive.
Use Auxiliary verb (助動詞) like May or Might encourage people to receive the feedback from eyes of others.
How to improve your listening skill when receiving feedback.
Listen: patiently, curiously, actively, concretely, positively, physically, developmentally, creatively, pragmatically, continually.
Name three countries with direct negative feedback from the following countries. (Germany, the U.S., India, Brazil, Japan and France)
Germany, the U.S. and France
Upward Feedback (Manager or Teacher)
You received confusing instructions (He is from American) from your manager. How do you give upward.
You might begin by asking, “Would it be alright if I shared something I’ve noticed?”
Be clear on your feedback.
Explain how clearer instructions will help you do your work better and faster.
( If I understand this more clearly I'll be able to finished this project faster and more efficiently.)
A coworker was like monologue for ten minutes at the meeting. Then you want to give feedback to her.
You dominated the meeting.
How can you change this negative feedback in a positive way.
You took 10 minutes to give your opinions.
it is important to express what you observe in positive way.
What should you do when giving feedback to your boss?
1. Select the right strategy.
2. Focus on impact.
3. Stress efficiency.
Find the term from "Giving feedback" by Bob Dignen.
Definition: the environment where mistakes are not tolerated and strong criticism is voiced.
Blame culture
Your top performer, Maria, dominates team meetings, lowering participation, and has been defensive about feedback previously. You need to fix this behavior.
Set Up: Schedule privately, state positive intent (e.g., "help us all contribute more effectively").
Listen First: Ask Maria about her view of the meetings ("How do you feel our team meetings have been going?") to encourage self-assessment.
Comment, Don't Evaluate: Describe specific behaviors observed (e.g., "you spoke for ten minutes").
Discuss Impact: Explain the effect on the team (e.g., "others are discouraged from speaking").
Explore Alternatives: Ask what she could do differently.
Agree & Follow Up: Summarize actions and schedule a check-in to track progress