실리콘밸리 팀장들의 성과 피드백 방법

Summary

The transcript discusses the art of giving effective feedback in a work environment. It emphasizes the importance of building trust and a safe culture before delivering feedback. It suggests focusing on objective data and expected outcomes rather than personal behavior. The speaker also highlights that the best form of feedback is through questions, which encourages self-reflection and understanding. Additionally, the timing and setting of feedback are crucial, and leaders should embody transparency and authenticity to command respect and foster an open culture.

Takeaways

• 🤝 Building Trust: The importance of establishing trust among team members before giving feedback is emphasized, as it creates a safe environment where feedback is not perceived as an attack.
• 🔍 Objective Feedback: Feedback should be as objective as possible, focusing on behaviors and outcomes relative to agreed-upon expectations and goals, rather than personal opinions.
• ❓ The Power of Questions: The best form of feedback is often in the form of questions, which allows the recipient to reach conclusions on their own, fostering self-discovery and growth.
• 👀 Checking Conditions: Before giving feedback, especially difficult feedback, it's crucial to check the condition and emotional state of the recipient to ensure the timing and approach are appropriate.
• 💺 Setting the Scene: The physical setup for delivering feedback, such as sitting face-to-face, can impact the effectiveness of the communication.
• 📝 Documentation: For difficult feedback, it's important to be prepared with documentation and to consider whether the feedback should be given in person or followed up in writing.
• 👂 Active Listening: Leaders are not just providers of answers but should excel at listening and asking questions to gather the necessary information for making informed decisions.
• 🌟 Values and Authenticity: Leaders who have clear and authentic values are more likely to earn the respect of their team and influence how feedback is received.
• 🚫 Avoid Dictation: Leaders should avoid simply dictating what should be done and instead encourage pushback and open discussion to foster a culture of transparency and respect for differing opinions.
• 🧘‍♂️ Self-Care: The importance of self-care and maintaining one's values and authenticity, even when faced with tasks that may not align with personal beliefs, is highlighted as a key aspect of leadership.
• 🌱 Continuous Learning: The need for continuous learning and training in areas such as emotional intelligence and self-awareness to improve feedback skills and leadership qualities.

Q & A

What is considered the most important aspect before giving feedback according to the transcript?

Building trust within the team is the most important aspect before giving feedback. It's essential for team members to feel secure and understand that feedback is not an attack but a way to improve.

How can feedback be made more objective in the workplace?

Feedback can be made more objective by focusing on behaviors and outcomes related to specific, measurable data and comparing them against agreed-upon expectations or goals, rather than personal opinions.

What is the best form of feedback according to the speaker?

The best form of feedback is through questions. By asking questions, the person receiving feedback can come to their own conclusions, which is more effective than direct instructions or criticism.

Why is it important to check a person's condition before giving feedback?

Checking a person's condition is important because their emotional and mental state can greatly affect how they receive feedback. Feedback should be given at a time when the person is receptive and in the right state of mind.

What is the significance of the timing and setting when giving difficult feedback?

The timing and setting are crucial when giving difficult feedback. It should be done at an appropriate time and in a setting that allows for privacy and focused conversation, which may include face-to-face meetings or having the right seating arrangement.

How can leaders demonstrate empathy and understanding when receiving feedback?

Leaders can demonstrate empathy and understanding by actively listening, asking questions to clarify, and showing that they are genuinely interested in the feedback. They should avoid appearing distracted or disinterested.

What role does a leader's values play in the feedback process?

A leader's values play a significant role in the feedback process. Leaders with clear and sincere values are more likely to be respected and their feedback is more likely to be well-received by the team.

Why is it important for leaders to not just push decisions but also be open to feedback and pushback?

It's important for leaders to be open to feedback and pushback because it shows that they value different perspectives and are willing to reconsider decisions. This builds trust and respect within the team.

How can leaders ensure transparency when a decision is made that they do not agree with?

Leaders can ensure transparency by openly communicating their concerns and reasons for disagreement with the team. They should provide clear explanations and be willing to discuss alternative solutions.

What is the importance of maintaining one's values and authenticity in leadership?

Maintaining one's values and authenticity is important in leadership because it helps to build trust and credibility. Leaders who stay true to their values are more likely to inspire and motivate their team.

What are some practices that leaders can adopt to ensure they are self-aware and aligned with their values?

Leaders can adopt practices such as mindfulness, deep breathing exercises, and self-reflection to ensure they are self-aware and aligned with their values. These practices help leaders to stay grounded and make decisions that are consistent with their beliefs.

Outlines

00:00

🤝 Building Trust for Effective Feedback

The speaker emphasizes the importance of trust in the workplace before giving feedback. They suggest that it's crucial to have a long-term working relationship to establish trust among team members. Once a safe culture is created where feedback is not perceived as an attack, it becomes more effective. The speaker also highlights the need for objective feedback, using data and expectations to identify gaps, which helps in avoiding personal biases and making the feedback process more constructive. Additionally, they mention the importance of using questions instead of direct instructions when giving feedback, allowing the recipient to come to their own conclusions, which fosters a better learning environment.

05:00

🌟 The Impact of a Leader's Values and Sincerity

This paragraph discusses the significance of a leader's values and sincerity in gaining the respect of their team. It is noted that leaders who have clear values and are genuine in their actions are more likely to receive positive feedback from their team members. The speaker stresses the importance of leaders continuously reflecting on and upholding their values, even when faced with decisions that challenge their beliefs. They advocate for leaders who are open to feedback and can manage situations where they disagree with decisions, promoting a culture of transparency and open communication. The paragraph also touches on the idea that leaders should not just dictate but should also be learners and listeners, asking questions to gather necessary information and showing genuine care for their team's well-being.

Keywords

💡Feedback

Feedback in the context of the video refers to the process of giving and receiving information about performance or behavior. It is a key component of professional development and team dynamics. The script emphasizes the importance of establishing trust before giving feedback, as it helps team members feel secure and understand that feedback is not a personal attack but a means to improve.

💡Trust

Trust is highlighted as a foundational element for effective feedback. It is built over time through consistent interactions and is crucial for creating an environment where feedback is given and received positively. The script suggests that trust is the most important aspect before starting the feedback process, as it allows team members to feel comfortable and open to criticism.

💡Objective

The term 'objective' is used to describe the approach to feedback that focuses on facts and data rather than personal opinions. The script discusses the importance of making feedback objective by comparing actual performance with expected outcomes or agreed-upon goals, which helps in reducing emotional reactions and increasing the constructiveness of the feedback.

💡Data-driven

Being data-driven means basing decisions and feedback on concrete data and evidence rather than on assumptions or personal biases. The script mentions this concept in relation to feedback, suggesting that focusing on data helps in making the feedback more objective and less likely to be perceived as a personal attack.

💡Questioning

Questioning is presented as a superior form of feedback, as it encourages the recipient to think critically and arrive at their own conclusions. The script suggests that using questions instead of direct instructions can lead to better understanding and acceptance of feedback, as it empowers the recipient to discover the solution themselves.

💡Condition

Condition refers to the emotional and mental state of an individual at a given time. The script emphasizes checking a person's condition before giving feedback, as it can significantly affect how the feedback is received. For example, it would be inappropriate to give difficult feedback on a day when the person has experienced a personal loss.

💡Timing

Timing is crucial when providing feedback, especially if it is negative or challenging. The script mentions that there is a right time and channel for delivering difficult feedback, suggesting that timing is as important as the content of the feedback itself for it to be effective.

💡Documentation

Documentation in the context of feedback refers to the practice of preparing and recording the feedback process, which can be useful for future reference or follow-up. The script mentions that even though difficult feedback should be given face-to-face, it is also important to document it for clarity and record-keeping.

💡Leadership

Leadership is a central theme in the script, with a focus on the role of leaders in providing feedback and creating a culture of trust and open communication. The script discusses the importance of leaders being good listeners, asking the right questions, and maintaining their values and authenticity in their interactions with team members.

💡Values

Values are the principles and standards that guide an individual's behavior and decision-making. The script highlights the importance of leaders having clear and genuine values, as they significantly influence how their feedback is perceived and accepted by the team. It also suggests that leaders who stand by their values and show authenticity are more respected by their teams.

💡Emotional Intelligence

Emotional intelligence is the ability to recognize, understand, and manage one's own and others' emotions effectively. The script touches on the importance of leaders having high emotional intelligence, as it helps them to navigate the complexities of giving feedback, especially in sensitive situations.

Highlights

Building trust within the team is crucial before giving feedback, ensuring that team members do not feel attacked.

Creating a safe and trusting environment is essential for effective feedback.

Objective feedback should be based on data and expected outcomes rather than personal opinions.

Feedback should focus on the gap between current performance and agreed-upon expectations.

The best form of feedback often involves asking questions that lead the receiver to self-discovery.

Checking the emotional and mental condition of the person before giving feedback is crucial.

Timing and channel are important for delivering difficult feedback; face-to-face is preferred for serious matters.

Documenting feedback for reference and follow-up is a good practice.

Leaders should listen actively and ask questions to gather necessary information.

Leaders are not expected to have all the answers but should focus on listening and understanding their team.

A leader's genuine values and authenticity greatly impact how their feedback is received.

Team members respect leaders who transparently communicate and stand by their values.

Leaders should not just follow orders but be willing to push back and manage according to their values.

Mindfulness and self-care practices can help leaders maintain their authenticity and values.

Training in emotional intelligence and mindfulness can help leaders better align with their values and lead effectively.

Transcripts

제가 세 가지로 정리를 해보면 굉장히

많은 기술이 있지만 그리고 배워도

끝이 없는게 사실 피드백 기술인데

첫 번째는 피드백 주기 전에 이미

오랫동안 일을 해와야 돼요 그게 이제

신뢰

신뢰를 쌓고 모두가

팀원이 이제 안정적으로

조금

서로

피드백에 들었을 때 이게 나를

공격하는게 아니구나라고 이제 느낄 수

있도록 그 일이 제일 중요한 것

같아요

평소에 신뢰 쌓는 거 안전한 문화를

만드는 거 그 다음에 두 번째가

피드백을 최대한 객관화 시키는 거

그래서

뭔가 내가 생각했을 때 뭐 당신이

이런 거

행위 이런 거에 집중하기보다는

굉장히 데이터베이스로 그리고 그

기대치에 비해서 우리가 가고자 했던

목표나 합의했던 기대치에 비해서 그

갭이 무엇인지 이렇게

굉장히 기대치에

맞는

객관화적인 데이터

목적을 두면은 그 너와 나 그게 조금

공식에서 빠져가지고 그게 굉장히 제

중요하고 세 번째는 제가 사실

책에 정말 언급하고 싶었는데 빠진 것

중에 하나가

피드백은 뭔가

지시를 주거나 특히 상사가 이제

팀원한테

피드백을 줄 때 뭔가 지시 이렇게

해라 개선해라 어

그렇게

얘기를 생각을 하는데 제일 좋은

피드백에 폼은 질문인 것 같아요

질문을함으로써 그 듣는 사람이

스스로 이렇게 결론을

도달할 수 있는 그런

쪽으로 이제 마련해 주는 거

평소에 질문을 잘하는게 좋은 피드백인

것 같아요

정말 일이 모든게 잘 돼가니 여기서

가장 필요한게 뭐니 가장 바꿔야 될게

뭔지 내가 주어야 될 도움이 뭔지

이렇게 하면서 그 사람이 일단 그

생각을 하게 되고

그러면서

문제점이나 이런 거를 발견했을 때

그거에 대해서 이제 점

뭔가

스스로 깨우치게 되는 걸 많이 봤어요

리딩 퀘스천이 아니라 오픈 쿠션 오픈

quession이라고 했을 때 어떻게

무엇이 이렇게 그렇게

질문을 했을 때 사람들이 더 오픈되게

생각을 하고 그런 거 같아요 오픈

쿠션이 들어가기 전에 제일 중요한게

뭐 일대일이나 그런 셋업에서 제일

중요한게 이런 질문과 피드백 이런 거

들어가기 전에 제일 먼저 그 사람의

하루에 컨디션을 먼저 체크해요

왜냐하면 정말

똑같은 상황 그러니까 똑같은

업무와

행위와 피드백 이런 것도 그 사람의

하루에

감정과 컨디션에 따라서 굉장히 다른

대화가 될 수 있잖아요 그래서 뭐

예를 들어서 그 사람의 뭐

강아지가 죽었다 오늘

정말 그날은

절대 어려운 피드백 주면 안 되죠

그날은 좀 이제 right 타이밍이

아니고 그래서 그 사람의 컨디션과 그

정신상태와

감정 상태를 일단 체크하는게 제일

중요한 거 같고 그리고 좀 어려운

피드백 같은 경우도 어려운 질문 같은

경우도 정말

맞는 때 타이밍이 있고

맞는 채널이 있고 어려운 피드백은 꼭

얼굴을

근데 저희는 이런 것도 있어요 1대

1로 어려운 피드백을 줄 때 마주 볼

수도 있지만 같은 방향을 보고 앉는게

중요하다고도 얘기도 해요 그래서

저희는 미팅룸이

정말 이렇게 앉는 룸도 있고 이렇게

앉는 룸도 있는데 그리고 어려운

피드백은 꼭 대면으로 주지만

꼭 문서화해서 준비해 오고 그런 거를

상황에 따라서

정말 같이 보면서

얘기를 해도 되고 하나하나 아니면

나중에 팔로워도 되고 그런 것도 제가

hr한테 배웠어요

[음악]

뭔가 리더들은 다 모든 답을 알고

있는 사람이라고 이제

리더들도 착각하고

팀들 착각하잖아요

근데

절대 그렇지 않죠

리더는

답을 주는 사람이 아니라

리스닝을 잘하고

들으면서

질문을 잘하는 그래서 내가 필요한

정보는 무엇인지 다 못 받았다면 그

정보를 얻기 위해서 더 질문을 하고

그러면서 모든 정보를 필요한 정보를

이제 끊임없이 찾아내고

경청하고 그 사람이 얘기할 때 진짜

내가 잘 듣고 있다

그렇게 보여야 되는 거 같아요 내

팀장이나 상사한테 이렇게 얘기를 하고

있을 때

뭔가 딴 생각하는 사람은 딱 보여요

딴 생각하거나

정말 이렇게

care 있게 안 듣는 사람은 다

느껴지는 것 같아요 그 케어와 집중

이런 거가 너무너무 중

일단 그 방법

얘기하기 전에 그 저희는 어센트 리를

굉장히

리더 중에 중요한 가치관 중에

하나라고 얘기를 많이 하는데요 많은

이유가 있지만 그 중에 하나가

정말 가치관이 뚜렷하고

진정성이 있는 리더와 아닌 리더는

정말 그 팀원들의 존경과 그 사람의

피드백을 어떻게 수용하는지 그게 정말

나뉘는 거 같아요 모두가 가치관이

뚜렷하고 진정성이 있는 리더가 일하고

싶어해요 그래서

리더로서 끊임없이 그것을

찾아 나가고

찾아내고 나서

계속 그거를

지켜나갈 수 있는 그런 리더가 중요한

것 같아요 위에서 시킨 건 무조건

하지 말고

뭔가 푸쉬백을 하고 반박을 하고 좀

뭔가 관리를 해줄 수 있는 그런

리더들이 중요하고

어떤

결정이 내렸을 때 자기가 예를 들어서

그거에 정말 그걸 수용할 수 없거나

동의하지 않는 그런 가치관에

결정이었을 때 그거를 정말 투명성

있게 팀한테 얘기를 해줄 수도 있는

그런 리더들을 오히려 더

존경하는 거 같아요 다 모든

회사 그 제일 조직 위에 결정들이 다

이제 모두가 동의할 순 없잖아요

근데 그런 거를 정말 오픈해서

서로

얘기할 수 있고 그런

문화가 중요한데

그러기 위해서는

리더가 그 모습을 먼저 보여 줘야

되는 거 같고

그러기 위해서 이제

찾는 거와 유지하는 거 그때 제일

중요한 거는 저는 이모셔널 데이라라고

그러거든요 그래서 사람이

뭔가 자기 가치관이나 진정성에 맞지

않는 일을 할 때 그게

느껴져요

몸으로 느껴지고

감정적이라든지 신체적인 아픔이라든지

그게 느껴지는데 그거를 우리가 이제

성인이 되면서 많이 듣는 법을 못

배우고

그러기 때문에 이것도 훈련인 것

같아요 그래서 이걸 계속 배우고

듣고

그러려면 이제 그거에

따른 이제 많은 훈련들이 있는데

그중에

마음챙김이라든지

쉼호흡이라든지 뭐 그런 것들을 하고

정말 자기를 돌보면서 일하면서

그러면서 끊임없이 이제 자신만의 그

가치관과 진정성을 잃지 않는 리더가

될 수 있는 것 같아요

[음악]