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I have three points of feedback I'd like to deliver. 

I envision a quick meeting with the direct and delivering: 1) Feedback on the notes/ownership on LB work - activities I want the direct to start doing; 2) Feedback on disagreeing with our boss - behavioral change 3) Feedback on didn't respond to my request and missed requested deadline. 

Is it effective to have a meeting and go 1) 2) 3) - Or should it be broken up into three sessions? 

Also - Remind me - is it OK to say: Here's what I'd like you to do differently, I want you to stop this; and start that. 

So, it would be

1) Feedback: Start this

2) Feedback: No s / s / c

3) Feedback: start responding

Should I make each one open ended; and let the direct come to a change that'll work? 

Or should I lay it out? 

And - finally - is it effective to give three feedback points in one session. 

Thank you! I know this may be a "it depends" situation, and I'd like to hear what parameters people think about when facing these choices in delivering feedback. 

 

 

mmcconkie's picture

Where are you in the trinity rollout schedule? It sounds like you're still getting used to the feedback model. Be very careful if you're trying to use negative feedback before you've held O3's for several months, and before you've used positive feedback for several months. If you're wanting to give negative feedback before O3's and positive feedback then you can listen to this cast: https://www.manager-tools.com/2013/01/negative-feedback-before-its-time.

Good luck!

mmcleod741's picture

#Where are you in the trinity rollout schedule?

>>> One-on-ones for one year months

# Be very careful if you're trying to use negative feedback before you've held O3's for several months, and before you've used positive feedback for several months. 

>>> I've used both negative and positive feedback over the last months. Not often or regular as I'd like. This question is around upping the pace on both. 

 

And, I think I got the answer to my question. I decided to provide one piece of negative feedback only - the one that would be most impactful around work on the LB project. Here's what I learned: 

1. Only one piece of feedback at a time. As we unpacked the feedback, it took a while. Each point, if unrelated, could take a while, so - focus on only one at a time. 

2. I didn't get the direct exactly what to do. I didn't do start / stop / continue. I said here's what I saw, here's how I reacted, here's what I would have done.... and we need these results - were you thinking of a different way of getting there?  That worked better than saying, hey, you did this, do that instead. And it took a while, but was more productive; and I listened more and the direct wasn't defensive because were were focused on results and how she could get there - not my reaction; or the behavior to get there.