Effective Feedback
What does the SBI feedback framework stand for?
Situation
Behavior
Impact
What does the GROW coaching model stand for?
G - Goal
R - Reality
O - Options
W - Way Forward
T/F
Always write a detailed script to prepare ahead of time for a difficult conversation
False
Name 2 examples of a positive behavior of conflict?
Listening
Acknowledgment of other’s POV
Compromise
Asking for time to think
T/F
Everyone at Alma was affected equally by & held the same salience for the following events:
The pandemic
time of George Floyd’s murder or other events of police brutality
When undocumented children were being separated from parents at the border?
When Asian elders were being attacked during the pandemic?
The Baltimore bridge collapse?
The wildfires in Hawaii
Various mass shootings in the U.S.
False
Individuals can be affected differently, and to different extents, by the same events
T/F
When giving feedback, you should focus on someone’s character rather than their behavior
False
______
Feedback should be based on an event or a person’s behavior, not their personality.
The following are sample questions for which letter of the GROW model?
Does this option interest you enough to take action?
How will you go about it?
What might get in the way?
How might you overcome that?
What and when is the next step?
Way Forward
T/F
The best way to prepare for a difficult conversation is to ensure you label it as 'difficult' in your mind before having it.
FALSE! It is helpful to frame the discussion in a positive or neutral light
What does DISC model stand for?
Dominant
Influential
Compliant/Conscientious
Steady
Define at least one aspect of Cultural Humility
- Lifelong commitment to self-evaluation and self-critique
- Desire to fix power imbalances where none ought to ex
- Aspiring to develop partnerships with people and groups who advocate for others (institutional accountability)
Name at least 2 types of challenging reactions to feedback
Denial
Indifference
Lack of Confidence
Responsibility Skirting
Shock/Anger
Explain the difference between Coaching vs. Teaching
Coaching:
Guiding with questions and encouragement.
Teaching:
Tells you exactly what to do
Good for learning specific skills
Give an example of how to reflect back your understanding of your counterpart’s reality/perspective.
“Here is my impression/perception...”
“What is your perception of this?”
“So what you’re saying is... And what you’re feeling is… Have I understood this accurately?”
Which DISC style is this coach’s quote utilizing:
“Winning isn’t everything; it’s the only thing.”
Dominance
T/F
Critical self-reflection says that each of us comes with our own history, stories, and point-of-view.
True
T/F
When giving feedback, you should always start with a compliment, then give the constructive feedback, and then end with another compliment.
False
____
You’ve likely heard of the “sandwich technique,” which is when we attempt to “shelter” our teammate from tough or constructive feedback by surrounding it with positive feedback.
We want to avoid this! A more effective method is to be honest and straightforward.
Identify if the following is an opportunity for Coaching or Teaching:
“Your team member is experiencing communication issues with other team members”
Coaching
What are 3 ways we can make difficult conversations less difficult?
Change your mindset
Breathe
Plan, don’t script
Acknowledge your counterpart’s perspective
Be compassionate
Slow down & listen
Give something back
Reflect & learn
T/F
You can adapt your coaching style based on the situation/person you are working in or with.
TRUE
T/F
At Alma, our providers give culturally competent care.
False
_______
At Alma, our providers offer culturally responsive care in place of “culturally competent care,” which presents the risk of stereotyping, stigmatizing, and othering patients.
Culturally responsive care is an approach that guides providers in seeing and valuing each client’s identity, background, and lived experiences, along with their social and cultural contexts. This process-oriented approach requires providers to practice awareness, openness, and humility, through recognizing their own bias, privilege, and the limits of their knowledge and expertise.