Systemic Feedback

Submitted by mauzenne on Sun, 04/05/2009 - 17:46.

What do we do when we've tried giving negative feedback but it doesn't seem to be working? We've given repeated instances of feedback, and yet we don't see a change in a direct's behavior?

We give systemic feedback. And it's easy to give – it's just the four step standard feedback model with a change in focus. If you already know how to give standard feedback, systemic feedback is simple to implement...yet its simplicity belies its power. Really well delivered systemic feedback is exceptionally hard to ignore, and lays excellent groundwork for further efforts if the direct doesn't change his or her behavior.

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Submitted by meshell on Wed, 04/08/2009 - 18:32.

A 3 rd point of view to the issue

The example of the individual Michael used is very familiar to me, from three point of views, both side of the table and as a peer of the individual.

The view of a peer to the individual, be aware that if the individual gets promoted with this issue still un-resolved. You may find yourself with the entire staff loosing focus of the importance of the speed and accuracy you are measuring.

The peers that meets the timeframe today but were not promoted; they will think that they are focused on the wrong items and they will start searching for what that promoted individual was focusing on. They know it’s not being speedy and accurate.

As for the individual, he committed to change. He may not know where he is making his errors. Was he given wrong or outdated information? Is there a thread to the type of errors he makes? Giving him a specific task of reviewing his errors to tabulate them, will give him a small nudge on where to start and you identify that you are serious on the topic. Ask to see the tabulated results.

Michel

Submitted by malekz on Fri, 04/10/2009 - 00:34.

No Silence Please!

Listening to this podcast, I gathered the essential element of Systemic Feedback is discussing A PATTERN OF NOT MEETING COMMITMENTS. The problem I have had in the past is in Step-4 of the standard feedback model. What should I do when I ask "What are you going to do differently next time?" or another version of this question, and I am faced with "I don't know" or even worse with SILENCE?

I don't want to impose my solution(s) on my DR but he/she does not come up with a solution. A dumbfounded stare and silence is the worse thing that can happen in Step 4 because then I will have nothing to establish A PATTERN OF NOT MEETING COMMITMENTS.

Am I missing something? What is the remedy here?

Malekz

Submitted by mahorstman on Fri, 04/10/2009 - 01:43.

Here's the Remedy...

Malekz-

It's pretty simple. If you don't get anything, ask a second time. If they don't suggest anything, make a small suggestion, and ask them to try the suggested behavior.

When they say yes, that's a commitment.

If they repeatedly stay silent, then there's a different sytemic feedback for that, which we will be adding to the continuum soon enough. [Consider their silence to be a pattern, and you get the picture]

BUT. If this is happening more than 5% of the time, it's likely due to your failure to deliver the model appropriately. The most frequent failure comes with missing the Heart of Feedback.

Mark

Submitted by jhill on Wed, 04/15/2009 - 20:58.

Download Difficulties

Mike:

I have been unable to download this cast. I have been able to acquire others both yesterday and today. This one does not want to cooperate. Do you mind checking it out to make sure it is working correctly on your end?

Thank you in advance.

Jeff

Submitted by ptp123 on Tue, 10/13/2009 - 07:45.

We've given repeated

We've given repeated instances of feedback, and yet we don't see a change in a direct's behavior? We give systemic feedback. And it's easy to give

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Submitted by pkatcher on Tue, 02/23/2010 - 20:38.