The secret to giving great feedback | The Way We Work, a TED series

Summary

The script from 'The Way We Work' discusses the importance of effective feedback in the workplace. Despite its long history, only 26% of employees find the feedback they receive helpful. The speaker introduces a four-part formula for giving feedback that is both constructive and well-received: starting with a 'micro-yes' question, providing specific data points, detailing the impact, and ending with a question to engage the recipient. This approach helps avoid defensiveness and promotes a collaborative problem-solving environment.

Takeaways

• 🛠️ The most essential tool in modern work is the ability to give and receive feedback effectively.
• 🗣️ Despite centuries of discussion, people are still not adept at providing feedback; only 26% of employees feel that feedback improves their work.
• 🧠 The way feedback is commonly given is not 'brain-friendly', often being too indirect or too direct, triggering defensiveness.
• 👁️ The amygdala, a part of the brain, constantly scans for social threats in messages, which can lead to defensive reactions.
• 🔑 There is a four-part formula for delivering effective feedback: micro-yes, data point, impact statement, and a concluding question.
• 🙋‍♂️ 'Micro-yes' is a short, important question that prepares the recipient for feedback and creates a moment of buy-in.
• 📊 Data points in feedback should be specific and objective, avoiding 'blur words' that can be interpreted differently.
• 💥 The impact statement clarifies how the specific behavior affected the giver, providing context and purpose to the feedback.
• 🤝 Ending feedback with a question promotes a dialogue and joint problem-solving rather than dictating compliance.
• 🔄 Great feedback givers not only deliver messages well but also actively seek feedback, fostering a culture of continuous learning.

Q & A

What is considered the most essential tool in the modern workplace according to the transcript?

The most essential tool in the modern workplace is the ability to give and receive feedback well.

What percentage of employees strongly agree that the feedback they receive improves their work, according to a Gallup survey mentioned in the transcript?

Only 26 percent of employees strongly agree that the feedback they receive improves their work.

What are the two common approaches to giving feedback that the transcript identifies as ineffective?

The two common ineffective approaches to giving feedback are being very indirect and soft, and being too direct, which can lead to defensiveness.

What part of the brain is responsible for detecting social threats and can cause defensiveness when feedback is perceived as threatening?

The amygdala is the part of the brain responsible for detecting social threats and can cause defensiveness when feedback is perceived as threatening.

What is a 'micro-yes' and how does it function in the feedback process as described in the transcript?

A 'micro-yes' is a short but important question asked at the beginning of feedback to let the recipient know that feedback is coming and to create a moment of buy-in.

Why is it important to use specific data points instead of 'blur words' when giving feedback?

Using specific data points instead of 'blur words' is important because it provides clarity and objectivity, helping the recipient understand exactly what behavior or action is being referred to.

How does the impact statement function in the four-part feedback formula?

The impact statement in the feedback formula specifies how the specific data point affected the giver, providing a sense of purpose and logic to the feedback.

What is the purpose of ending feedback with a question, as suggested by the transcript?

Ending feedback with a question encourages a dialogue and joint problem-solving, creating commitment rather than just compliance.

Why should leaders actively ask for feedback, according to the transcript?

Leaders should actively ask for feedback to establish themselves as continual learners, demonstrate openness to improvement, and put the power of development in their own hands.

How does the four-part feedback formula help in making difficult conversations easier?

The four-part feedback formula helps in making difficult conversations easier by providing a structured approach that includes preparation, specificity, clarity of impact, and engagement, which reduces defensiveness and promotes understanding.