Tell Me How I'm Doing: A Fable About the Importance of Giving Feedback

Overview

"Just imagine being completely denied any feedback whatsoever -- no guidance, no praise, and no constructive criticism for the things you do. If you received no input at all, how much initiative would you demonstrate? Would your productivity be high, or low? What would your morale be like as time went on? And if you experienced this kind of treatment in the workplace, how likely would you be to turn down a job offer to go somewhere else?

The sad fact is that most of us take feedback for granted. But interpersonal...

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Overview

"Just imagine being completely denied any feedback whatsoever -- no guidance, no praise, and no constructive criticism for the things you do. If you received no input at all, how much initiative would you demonstrate? Would your productivity be high, or low? What would your morale be like as time went on? And if you experienced this kind of treatment in the workplace, how likely would you be to turn down a job offer to go somewhere else?

The sad fact is that most of us take feedback for granted. But interpersonal feedback is a critical nutrient for everyone, whether at home, at work, or elsewhere -- the psychological equivalent of food and water. Without strong, clear feedback to use as a reference point, people are incapable of functioning fully and productively. Yet as important as it is to let people know how they're doing, most of us lack the skill to consistently deliver good, constructive feedback.

Tell Me How I’m Doing illustrates the importance of feedback using a simple fable in which a beleaguered manager recognizes the enormous impact feedback can have in his organization…by experiencing firsthand what it feels like to go without it. The book then provides step-by-step guidance for how you can improve your own ability to relate to the people around you and become more effective in every sphere of your life.

The book helps you take a personal inventory of your own feedback style, and introduces you to the four distinct types of feedback -- supportive, corrective, abusive, and insignificant -- and clarifies when to use the first two, and how to avoid the others. You'll also learn about the ten essential dimensions of feedback, including how to:

Use a Plan -- Give your feedback some preparatory thought, and then deliver it with a clear solution in mind.

Be Specific -- Get your point across by citing particular examples of the behavior you’re discussing.

Focus on Behaviors -- Target the factors that can be seen or measured, rather than concentrating on personalities, attitudes, or labels.

Determine Time and Place -- Know when and where to give feedback for maximum effect.

Give Balanced Feedback -- Provide the right mix of supportive and corrective feedback.

By understanding how to interact more constructively with your peers, you can create a positive, productive, and dynamic culture that serves everyone well. Tell Me How I’m Doing is an engaging story and an essential guidebook for understanding how to use feedback to communicate goals, improve performance, and achieve greater success in every aspect of your life."

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What People Are Saying

From the Publisher

"I have long believed that the ability to deliver appropriate feedback is the most important human relations skill you can develop. This book will help you do that." -- Chuck Coonradt, CEO, The Game of Work, LLC

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Product Details

  • ISBN-13: 9780814409305
  • Publisher: AMACOM Books
  • Publication date: 6/12/2007
  • Pages: 128
  • Product dimensions: 5.50 (w) x 8.50 (h) x 0.32 (d)

Meet the Author

Richard L. Williams, Ph.D., is an internationally recognized business consultant specializing in leadership development, performance coaching, quality and process improvement, and organizational development/diagnostics. He has conducted over 6,000 workshops to more than 250,000 managers and executives around the world. He lives in Sandy, Utah.

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Table of Contents

"Preface

Acknowledgments

Chapter 1: The Experiment

Complete This Statement

The Invisible Man

Chapter 2: The Wake-Up Call

Next Class with the Coach

The Feedback Instrument

The Ten Dimensions

Opportunity for Improvement (OFI)

Five Things to Know About Feedback

Trouble Concentrating

Chapter 3: The Feedback Bucket

The Metaphor

Holes in the Bucket

Team Meetings

An Unexpected Question

Chapter 4: Types of Feedback

Next Classroom Session

A Bucket Shot Full of Holes

Three Steps for Scott

Chapter 5: Blinding Flash of the Obvious (BFO) & Food Always Works (FAW)

Manager in the Hallway

The Third Step

Chapter 6: What to Reinforce

Three Steps at Home

The Abused Woman

Chapter 7: Reinforcing the Positive

The Next Training Session

The Targets at SeaWorld

Boys’ Bedrooms

Supportive Feedback Formula

Chapter 8: Corrective Feedback -- The Tough One

Two Directions

The Pressure for Profit

This Isn’t Easy

Common Methods of Changing Behavior

Steps of Corrective Feedback

Behavior, Performance, and Results

The Dinner Date

Corrective Feedback with Questions

A Ton of Questions

Problem and Solution Ownership

Assertive Statements to Correct Behavior

Chapter 9: The Challenge Is Making It Happen

Time to Support

Manager in the Hallway

Time to Correct

Graduation

Time for a Vacation

Appendix

Directions for Administration

Feedback Assessment Inventory Instrument

Scoring Part One

Scoring Part Two

Graphing Totals

Interpretation"

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