Better - Fearless Feedback for Software Teams
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The document discusses the importance of feedback in software teams, highlighting its role in improving communication, trust, and collaboration. It outlines various types of feedback, challenges in giving and receiving it, and provides practical strategies for enhancing feedback skills. Additionally, it emphasizes the need for a feedback-positive culture initiated by leadership and suggests resources for further development.
Better - Fearless Feedback for Software Teams
- 1. Better Fearless Feedback for Software Teams @eacarlson
- 2. Hello! • Hi! I’m Erika. • (I’m @eacarlson, too.) • I’m a software developer. • I work at Detroit Labs in Detroit, Michigan. • I train and coach software developers.
- 3. Introduction • What is feedback? • Why is feedback important to teams? • Why do teams struggle with giving and receiving feedback? • How do we get better at feedback? • How do I know? @eacarlson
- 4. What is Feedback? • A response to a person’s behavior and/or performance, shared with the person for the purposes of: • Increasing his/her awareness • Shaping his/her behavior @eacarlson
- 5. Types of Feedback • Affirmative • Reinforce behavior & increase the likelihood that it will be continued/repeated • Constructive • Re-shape behavior or deter it from being continued/repeated • Passive • Devalue or condone behavior through inaction @eacarlson
- 6. Why Does it Matter? • Feedback is one of the best tools we have for improving individual and team performance • Feedback improves communication, builds trust, and helps teammates to collaborate more effectively, speeding problem-solving • Feedback helps teams to solve problems early, addressing issues before they become toxic @eacarlson
- 7. Why Is it Difficult? • Teams struggle with feedback because people struggle with feedback • Giving and receiving feedback are both complex skills • Most people haven’t had the opportunity or resources to develop good feedback skills • Giving and receiving feedback effectively requires openness, maturity, self-awareness, courage, vulnerability, confidence, and trust @eacarlson
- 8. Managing Fear • Fears represent opportunities for growth • Fears are real, but they are not an irrevocable part of who we are • When you’re feeling anxiety about giving or receiving feedback, ask yourself the following questions: • What am I afraid of? • What’s the underlying fear? • What steps could I take to overcome this fear? • What could I gain by moving beyond this fear? @eacarlson
- 9. Feedback 101 • Be specific, thoughtful, and direct • Structure: Situation, Behavior, Impact • In (SITUATION), when you did (BEHAVIOR), the outcome was (IMPACT). • Example (Affirmative): “On today’s phone call, when you praised our demo, the team was inspired and motivated to repeat that success.” • Example (Constructive): “In yesterday’s client meeting, when you interrupted and talked over me, I felt frustrated and hurt.” @eacarlson
- 10. 1. Listen actively. • While you are receiving feedback, listen intentionally • Listen to listen, not to respond • Be conscious of your body language • If you are receiving constructive feedback, it may be helpful to confirm understanding: “What I’m hearing you say is that it’s disruptive to you when I drop by your desk without asking first, and that’s making you feel frustrated.” @eacarlson
- 11. 2. Say “Thank you.” • Accept positive feedback graciously, without denying or minimizing • Say “Thank you.” • Accept constructive feedback without arguing, pushing back, or getting defensive • Say “Thank you for the feedback.” @eacarlson
- 12. 3. Respond (later). • When you receive constructive feedback, take some time to assess your emotions • Try to complete this sentence: “I feel _____ about this feedback” • Sit with the feedback until you feel less emotional about it • Decide if and how to act @eacarlson
- 13. 4. Assume the best. • Always assume positive intent • When you give constructive feedback, assume that the other person was acting from positive intentions • When you receive constructive feedback, assume that the other person is sharing that feedback because they are invested in your growth • Feedback is a gift for the purpose of helping you grow @eacarlson
- 14. 5. Be specific. • Whether feedback is affirmative or constructive, it should be specific • Name actions and behaviors; quote directly if appropriate • Generic: “Nice job. You did great!” • Specific: “You were thorough but very easy to follow; I really liked the story you told about Project X. I also thought you were very enthusiastic, and that made it fun to listen to you.” • Don’t try to deliver too much feedback at once @eacarlson
- 15. 6. Let it land. • In order for critical feedback to effective, it needs to be direct and unmitigated • Delivering critical constructive feedback can feel difficult and uncomfortable • Attempts to “soften” the feedback can lessen its impact • The “compliment sandwich” can do more harm than good @eacarlson
- 16. 7. Be collaborative. • Ask before delivering unsolicited constructive feedback • Give the other person options as to when (as long as it’s timely) and how (as long as it’s reasonable) they would like to receive feedback • Confirm understanding • Follow up @eacarlson
- 17. 8. Avoid anti-patterns. • Don’t attack someone’s character (Feedback is about what a person did, not who they are) • No retribution for feedback • Don’t give constructive feedback in public • Avoid anonymous feedback @eacarlson
- 18. 9. Lead by example. • Good feedback culture starts with leadership • Your team notices what you model • Proactive steps: regular 1:1s, structured peer feedback, all-team retros • Use structure as scaffolding • The ultimate goal is for feedback to happen organically in the moment @eacarlson
- 19. 10. Practice! • The best way to get good at giving and receiving feedback is to practice • Practice with a teammate or friend • Find a mentor (colleague, supervisor, or professional coach) • Organize a group of colleagues to facilitate peer feedback • Organize (or request) a feedback training for your team @eacarlson
- 20. Feedback Survey • What are the first words that come to mind when I think of the term “feedback”? • How do I feel about giving affirmative feedback? • How do I feel about receiving affirmative feedback? • How do I feel about giving constructive feedback? • How do I feel about receiving constructive feedback? • In which area(s) do I most need to improve? • Am I receiving sufficient feedback from my team on a regular basis? • Am I giving sufficient feedback to my team on a regular basis? • Is there someone I’m actively avoiding giving feedback to right now? Who? Why? • What is one thing I could do this week to improve my feedback skills? @eacarlson
- 21. Challenges • Give a teammate specific, thoughtful, affirmative feedback • Ask a teammate (or supervisor) to tell you one thing you do well and one thing you could do better • Create a #thanks Slack channel (or other forum) where teammates can acknowledge each other for a job well done • Bonus: Start a conversation with your team: “How do you think we’re doing at giving and receiving feedback? How could we be better?” @eacarlson
- 22. Additional Resources • Thanks for the Feedback: The Science and Art of Receiving Feedback Well - Douglas Stone & Sheila Heen • The 5 Keys to Mindful Communication - Susan Gillis Chapman • Crucial Conversations - Kerry Patterson • What We Say Matters: Practicing Nonviolent Communication - Ike Lasater @eacarlson