I’m ten months into my first job as an analyst at a big financial firm it’s
analyst at a big financial firm it’s
analyst at a big financial firm it’s time for my first ever performance
time for my first ever performance
time for my first ever performance review and I’m excited I wear my
review and I’m excited I wear my
review and I’m excited I wear my favorite navy suit and a really pretty
favorite navy suit and a really pretty
favorite navy suit and a really pretty lime scarf I go into the office of the
lime scarf I go into the office of the
lime scarf I go into the office of the senior manager on my team I sit down at
senior manager on my team I sit down at
senior manager on my team I sit down at this very small circular round table
this very small circular round table
this very small circular round table he’s right across from me
he’s right across from me
he’s right across from me it was raining that day I remember that
it was raining that day I remember that
it was raining that day I remember that because it felt so honest the senior
because it felt so honest the senior
because it felt so honest the senior manager lovely man we’ll call him Bob I
manager lovely man we’ll call him Bob I
manager lovely man we’ll call him Bob I see him eyeing this piece of paper out
see him eyeing this piece of paper out
see him eyeing this piece of paper out of the corner of his eye and I think
of the corner of his eye and I think
of the corner of his eye and I think it’s my feedback and it looks like he’s
it’s my feedback and it looks like he’s
it’s my feedback and it looks like he’s reading it for the first time so I
reading it for the first time so I
reading it for the first time so I assume it’s been prepared for him by
assume it’s been prepared for him by
assume it’s been prepared for him by someone else someone in HR it strikes me
someone else someone in HR it strikes me
someone else someone in HR it strikes me how awkward this is Bob and I were on
how awkward this is Bob and I were on
how awkward this is Bob and I were on the same team but we’ve never worked
the same team but we’ve never worked
the same team but we’ve never worked together
together
together and I think he’s feeling kind of awkward
and I think he’s feeling kind of awkward
and I think he’s feeling kind of awkward about it too but he’s been appointed to
about it too but he’s been appointed to
about it too but he’s been appointed to give me this feedback so we get into it
give me this feedback so we get into it
give me this feedback so we get into it he gives me a few generic comments about
he gives me a few generic comments about
he gives me a few generic comments about my performance which were okay and then
my performance which were okay and then
my performance which were okay and then we get to the constructive feedback and
we get to the constructive feedback and
we get to the constructive feedback and this is what I’m excited for because I
this is what I’m excited for because I
this is what I’m excited for because I want to be a valuable member of this
want to be a valuable member of this
want to be a valuable member of this team I want to grow he says Lauren what
team I want to grow he says Lauren what
team I want to grow he says Lauren what you need to focus on is a TD thanks Bob
you need to focus on is a TD thanks Bob
you need to focus on is a TD thanks Bob what does that mean Bob says ah
what does that mean Bob says ah
what does that mean Bob says ah it means attention to detail okay I
it means attention to detail okay I
it means attention to detail okay I think in my head well what does that
think in my head well what does that
think in my head well what does that mean did I get some math wrong on a
mean did I get some math wrong on a
mean did I get some math wrong on a slide did I spell something wrong in an
slide did I spell something wrong in an
slide did I spell something wrong in an email was my shirt untucked was it on
email was my shirt untucked was it on
email was my shirt untucked was it on backwards what did I miss how come
backwards what did I miss how come
backwards what did I miss how come nobody told me I really wanted to just
nobody told me I really wanted to just
nobody told me I really wanted to just launch into a flurry of questions
launch into a flurry of questions
launch into a flurry of questions because they’re scrolling in my mind but
because they’re scrolling in my mind but
because they’re scrolling in my mind but I don’t thank Bob and I leave I go back
I don’t thank Bob and I leave I go back
I don’t thank Bob and I leave I go back to my desk I sit down I log into my
to my desk I sit down I log into my
to my desk I sit down I log into my computer and it hits me but I actually
computer and it hits me but I actually
computer and it hits me but I actually have no idea what to focus on in terms
have no idea what to focus on in terms
have no idea what to focus on in terms of areas for improvement and I might
of areas for improvement and I might
of areas for improvement and I might have to wait another 10 months until my
have to wait another 10 months until my
have to wait another 10 months until my next performance review to find out
next performance review to find out
next performance review to find out years later I’m at a new job new role
years later I’m at a new job new role
years later I’m at a new job new role new company new manager her name is
new company new manager her name is
new company new manager her name is Michelle and I’m on the phone with her
Michelle and I’m on the phone with her
Michelle and I’m on the phone with her and I am pitching her this new idea for
and I am pitching her this new idea for
and I am pitching her this new idea for a somewhat controversial policy my
a somewhat controversial policy my
a somewhat controversial policy my groove going through my slides I get to
groove going through my slides I get to
groove going through my slides I get to slide 12 out of 20 and she just cuts me
slide 12 out of 20 and she just cuts me
slide 12 out of 20 and she just cuts me off
off
off she says Lauren I’ve heard enough I’m
she says Lauren I’ve heard enough I’m
she says Lauren I’ve heard enough I’m not convinced I’m not sold I got to
not convinced I’m not sold I got to
not convinced I’m not sold I got to think about it click in that moment I
think about it click in that moment I
think about it click in that moment I was feeling like a failure and so I
was feeling like a failure and so I
was feeling like a failure and so I decide I’m going to get some fresh air
decide I’m going to get some fresh air
decide I’m going to get some fresh air take a walk so as I’m leaving my office
take a walk so as I’m leaving my office
take a walk so as I’m leaving my office the phone rings so I lunge and I answer
the phone rings so I lunge and I answer
the phone rings so I lunge and I answer the phone it’s Michelle she says Lauren
the phone it’s Michelle she says Lauren
the phone it’s Michelle she says Lauren I want to talk about that call and I
I want to talk about that call and I
I want to talk about that call and I think oh my gosh it clearly went even
think oh my gosh it clearly went even
think oh my gosh it clearly went even worse than I thought
worse than I thought
worse than I thought she asks me what were you trying to
she asks me what were you trying to
she asks me what were you trying to achieve on that call what was your goal
achieve on that call what was your goal
achieve on that call what was your goal so I say to her out Michelle
so I say to her out Michelle
so I say to her out Michelle I wanted to convince you that this
I wanted to convince you that this
I wanted to convince you that this policy was really important that we
policy was really important that we
policy was really important that we should adopt it from wide and that you
should adopt it from wide and that you
should adopt it from wide and that you should be the champion she asks me did
should be the champion she asks me did
should be the champion she asks me did you manage to that outcome
obviously not she’s that she then spent
obviously not she’s that she then spent the next 30 minutes going through with
the next 30 minutes going through with
the next 30 minutes going through with me in detail what I did well where I
me in detail what I did well where I
me in detail what I did well where I lost her in my reasoning and most
lost her in my reasoning and most
lost her in my reasoning and most importantly how she would have done it
importantly how she would have done it
importantly how she would have done it how she would have thought about it how
how she would have thought about it how
how she would have thought about it how she would have pitched it in that moment
she would have pitched it in that moment
she would have pitched it in that moment I learned such a critical skill managed
I learned such a critical skill managed
I learned such a critical skill managed to your outcome I think about that all
to your outcome I think about that all
to your outcome I think about that all the time I use it every day good
the time I use it every day good
the time I use it every day good feedback like that it persists it can
feedback like that it persists it can
feedback like that it persists it can have ripple effects for years Michelle
have ripple effects for years Michelle
have ripple effects for years Michelle is my feedback euro what feedback heroes
is my feedback euro what feedback heroes
is my feedback euro what feedback heroes enable us to do is learn feedback even
enable us to do is learn feedback even
enable us to do is learn feedback even just the word it can trigger our
just the word it can trigger our
just the word it can trigger our fight-or-flight response but feedback
fight-or-flight response but feedback
fight-or-flight response but feedback heroes the way they deliver feedback
heroes the way they deliver feedback
heroes the way they deliver feedback isn’t threatening because it’s
isn’t threatening because it’s
isn’t threatening because it’s forward-looking and I realized that the
forward-looking and I realized that the
forward-looking and I realized that the world needs more feedback heroes people
world needs more feedback heroes people
world needs more feedback heroes people who can lift us up people who can teach
who can lift us up people who can teach
who can lift us up people who can teach us help us grow because we want that
us help us grow because we want that
us help us grow because we want that that matters to us a 2015 Gallup poll
that matters to us a 2015 Gallup poll
that matters to us a 2015 Gallup poll found that the single most important
found that the single most important
found that the single most important factor to Millennials in choosing a job
factor to Millennials in choosing a job
factor to Millennials in choosing a job was the ability to learn and grow a
was the ability to learn and grow a
was the ability to learn and grow a recent cover of the Harvard Business
recent cover of the Harvard Business
recent cover of the Harvard Business Review had an article titled the
Review had an article titled the
Review had an article titled the performance management revolution the
performance management revolution the
performance management revolution the focus is shifting from accountability to
focus is shifting from accountability to
focus is shifting from accountability to learning and so it’s unsurprising that
learning and so it’s unsurprising that
learning and so it’s unsurprising that the performance management industry is
the performance management industry is
the performance management industry is undergoing huge change companies are
undergoing huge change companies are
undergoing huge change companies are trying to redefine and figure out what
trying to redefine and figure out what
trying to redefine and figure out what feedback means in the 21st century old
feedback means in the 21st century old
feedback means in the 21st century old feedback systems like the one I
feedback systems like the one I
feedback systems like the one I experienced are being completely
experienced are being completely
experienced are being completely scrapped
these are the companies that are
these are the companies that are scrapping systems so why now why right
scrapping systems so why now why right
scrapping systems so why now why right now why not when I got to the workforce
now why not when I got to the workforce
now why not when I got to the workforce with Bob it’s generational one eels are
with Bob it’s generational one eels are
with Bob it’s generational one eels are used to working in a way that is
used to working in a way that is
used to working in a way that is completely different we’re used to
completely different we’re used to
completely different we’re used to getting feedback that is more frequent
getting feedback that is more frequent
getting feedback that is more frequent it’s faster and it’s mobile enabled
it’s faster and it’s mobile enabled
it’s faster and it’s mobile enabled let’s admit it we go into a restaurant
let’s admit it we go into a restaurant
let’s admit it we go into a restaurant we have a particularly great or a
we have a particularly great or a
we have a particularly great or a particularly terrible meal we get on the
particularly terrible meal we get on the
particularly terrible meal we get on the interwebs and we write about it I write
interwebs and we write about it I write
interwebs and we write about it I write about it
TripAdvisor a website that some of you
TripAdvisor a website that some of you may know or may have posted on they’ve
may know or may have posted on they’ve
may know or may have posted on they’ve noticed that some of their restaurant
noticed that some of their restaurant
noticed that some of their restaurant goers are sitting in a restaurant eating
goers are sitting in a restaurant eating
goers are sitting in a restaurant eating dinner and they’re writing feedback
dinner and they’re writing feedback
dinner and they’re writing feedback while they’re in the restaurant and the
while they’re in the restaurant and the
while they’re in the restaurant and the restaurants can respond real-time they
restaurants can respond real-time they
restaurants can respond real-time they can address issues before those
can address issues before those
can address issues before those restaurant goers even get to dessert
so what happens when this wave of change
so what happens when this wave of change of performance management collides with
of performance management collides with
of performance management collides with this real-time wave precipitated by the
this real-time wave precipitated by the
this real-time wave precipitated by the Millennials you get a tidal wave and the
Millennials you get a tidal wave and the
Millennials you get a tidal wave and the tidal wave we’re facing is one of
tidal wave we’re facing is one of
tidal wave we’re facing is one of real-time feedback many of the companies
real-time feedback many of the companies
real-time feedback many of the companies that you saw earlier they’re doing
that you saw earlier they’re doing
that you saw earlier they’re doing exactly that they’re rolling out
exactly that they’re rolling out
exactly that they’re rolling out real-time feedback tools as we ride this
real-time feedback tools as we ride this
real-time feedback tools as we ride this wave getting feedback really right is of
wave getting feedback really right is of
wave getting feedback really right is of the utmost importance because we can
the utmost importance because we can
the utmost importance because we can only harness its power if we learn how
only harness its power if we learn how
only harness its power if we learn how to do it articulate it deliver it
to do it articulate it deliver it
to do it articulate it deliver it receive it and implement it and footnote
receive it and implement it and footnote
receive it and implement it and footnote here
here
here this isn’t feedback like you know it
this isn’t feedback like you know it
this isn’t feedback like you know it today or may have experienced its
today or may have experienced its
today or may have experienced its feedback packaged as coaching like the
feedback packaged as coaching like the
feedback packaged as coaching like the kind Michelle gave me we’re on the brink
kind Michelle gave me we’re on the brink
kind Michelle gave me we’re on the brink of a pretty radical change but are we
of a pretty radical change but are we
of a pretty radical change but are we ready for it no I don’t think we are in
ready for it no I don’t think we are in
ready for it no I don’t think we are in my 24 years of education I never learned
my 24 years of education I never learned
my 24 years of education I never learned how to be a coach I never learned how to
how to be a coach I never learned how to
how to be a coach I never learned how to deliver receive or implement feedback
deliver receive or implement feedback
deliver receive or implement feedback and certainly not in real-time in fact I
and certainly not in real-time in fact I
and certainly not in real-time in fact I never thought about any of those things
never thought about any of those things
never thought about any of those things as discrete skills that had to be
as discrete skills that had to be
as discrete skills that had to be learned or mastered and Bob I don’t
learned or mastered and Bob I don’t
learned or mastered and Bob I don’t think he did either think about that for
think he did either think about that for
think he did either think about that for a second
a second
a second bob was giving feedback in a
bob was giving feedback in a
bob was giving feedback in a professional setting for 25 years and I
professional setting for 25 years and I
professional setting for 25 years and I don’t think he was ever given the
don’t think he was ever given the
don’t think he was ever given the opportunity to learn how to do so
opportunity to learn how to do so
opportunity to learn how to do so feedback is like a dark art we know we
feedback is like a dark art we know we
feedback is like a dark art we know we need it we know it’s good for us but we
need it we know it’s good for us but we
need it we know it’s good for us but we hate I mean really hate talking about it
hate I mean really hate talking about it
hate I mean really hate talking about it and it is only just four things four
and it is only just four things four
and it is only just four things four facets articulation are you a powerful
facets articulation are you a powerful
facets articulation are you a powerful observer delivery are you effective at
observer delivery are you effective at
observer delivery are you effective at communicating what it is that you
communicating what it is that you
communicating what it is that you observed depending on who you’re talking
observed depending on who you’re talking
observed depending on who you’re talking to
to
to reception are you open actually open to
reception are you open actually open to
reception are you open actually open to receiving feedback and implementation do
receiving feedback and implementation do
receiving feedback and implementation do you have the nuggets of wisdom that you
you have the nuggets of wisdom that you
you have the nuggets of wisdom that you need to turn that feedback into action
some organizations progressive
some organizations progressive organizations are making this part of
organizations are making this part of
organizations are making this part of the conversation they’re experimenting
the conversation they’re experimenting
the conversation they’re experimenting with new tools new apps new frameworks
with new tools new apps new frameworks
with new tools new apps new frameworks it won’t be one-size-fits-all there
it won’t be one-size-fits-all there
it won’t be one-size-fits-all there won’t be one right answer an extension D
won’t be one right answer an extension D
won’t be one right answer an extension D called this a great social experiment
called this a great social experiment
called this a great social experiment these four facets are important pieces
these four facets are important pieces
these four facets are important pieces of the performance management puzzle but
of the performance management puzzle but
of the performance management puzzle but they have to go from once or twice a
they have to go from once or twice a
they have to go from once or twice a year skills to everyday skills you need
year skills to everyday skills you need
year skills to everyday skills you need to be as good at giving feedback as you
to be as good at giving feedback as you
to be as good at giving feedback as you are at being a doctor or a lawyer or a
are at being a doctor or a lawyer or a
are at being a doctor or a lawyer or a guitar player or a bellhop or a
guitar player or a bellhop or a
guitar player or a bellhop or a financial analyst the future will
financial analyst the future will
financial analyst the future will necessitate this as a core skill as
necessitate this as a core skill as
necessitate this as a core skill as these real-time tools become the norm
these real-time tools become the norm
these real-time tools become the norm there are effects both negative and
there are effects both negative and
there are effects both negative and positive will be amplified
positive will be amplified
positive will be amplified we have a window right now to master
we have a window right now to master
we have a window right now to master this craft before the tidal wave arrives
this craft before the tidal wave arrives
this craft before the tidal wave arrives and here’s the thing when you do when
and here’s the thing when you do when
and here’s the thing when you do when you master this craft everybody will
you master this craft everybody will
you master this craft everybody will want to work with you the most talented
want to work with you the most talented
want to work with you the most talented and ambitious people will want to work
and ambitious people will want to work
and ambitious people will want to work with you because they will know that you
with you because they will know that you
with you because they will know that you can elevate them to a higher level of
can elevate them to a higher level of
can elevate them to a higher level of their own ability I love working with
their own ability I love working with
their own ability I love working with Michele she’s the best because every
Michele she’s the best because every
Michele she’s the best because every time I work with her I grow I learn I
time I work with her I grow I learn I
time I work with her I grow I learn I evolve who doesn’t want that by the way
evolve who doesn’t want that by the way
evolve who doesn’t want that by the way Michele asks me for feedback all the
Michele asks me for feedback all the
Michele asks me for feedback all the time which was scary in the beginning
time which was scary in the beginning
time which was scary in the beginning actually it’s it’s still scary most
actually it’s it’s still scary most
actually it’s it’s still scary most people think about coaching as being a
people think about coaching as being a
people think about coaching as being a one-way dialogue from coach to player I
one-way dialogue from coach to player I
one-way dialogue from coach to player I invite you to think about feedback as
invite you to think about feedback as
invite you to think about feedback as being a two-way street that can go from
being a two-way street that can go from
being a two-way street that can go from player back to coach to our real-time
player back to coach to our real-time
player back to coach to our real-time world will be 360 degrees meaning that
world will be 360 degrees meaning that
world will be 360 degrees meaning that the organizations that we work for that
the organizations that we work for that
the organizations that we work for that you will work for in the future they
you will work for in the future they
you will work for in the future they will ask for feedback on people all
will ask for feedback on people all
will ask for feedback on people all around you
around you
around you junior to you senior to your peers and
junior to you senior to your peers and
junior to you senior to your peers and if you master this craft you will be
if you master this craft you will be
if you master this craft you will be able to give all of those groups great
able to give all of those groups great
able to give all of those groups great feedback and they will seek you out
feedback and they will seek you out
feedback and they will seek you out because everybody wants to work with a
because everybody wants to work with a
because everybody wants to work with a feedback hero so be one the companies
feedback hero so be one the companies
feedback hero so be one the companies the organizations the teams that figure
the organizations the teams that figure
the organizations the teams that figure this out first that teach it faster that
this out first that teach it faster that
this out first that teach it faster that elevate their employees higher they will
elevate their employees higher they will
elevate their employees higher they will win the war for talent and they will
win the war for talent and they will
win the war for talent and they will also have the most engaged workforce
also have the most engaged workforce
also have the most engaged workforce recall the 2015 Gallup poll found that
recall the 2015 Gallup poll found that
recall the 2015 Gallup poll found that the single most important factor for
the single most important factor for
the single most important factor for millenials and looking for a job was the
millenials and looking for a job was the
millenials and looking for a job was the ability to learn and grow you can’t
ability to learn and grow you can’t
ability to learn and grow you can’t invite them to learn and grow just once
invite them to learn and grow just once
invite them to learn and grow just once every 10 months so how do we get there
every 10 months so how do we get there
every 10 months so how do we get there how do we get to a world that is filled
how do we get to a world that is filled
how do we get to a world that is filled with feedback heroes who’s responsible
with feedback heroes who’s responsible
with feedback heroes who’s responsible for teaching us for teaching the
for teaching us for teaching the
for teaching us for teaching the workforce for teaching the future
workforce for teaching the future
workforce for teaching the future workforce we all are each one of us we
workforce we all are each one of us we
workforce we all are each one of us we have to lead by example
have to lead by example
have to lead by example we’ll make small changes every day high
we’ll make small changes every day high
we’ll make small changes every day high schools and colleges they have a role to
schools and colleges they have a role to
schools and colleges they have a role to play in this too the need to integrate
play in this too the need to integrate
play in this too the need to integrate this into their curriculums like it’s
this into their curriculums like it’s
this into their curriculums like it’s just as important as writing or driver’s
just as important as writing or driver’s
just as important as writing or driver’s ed and the workplace this training needs
ed and the workplace this training needs
ed and the workplace this training needs to be part of the curriculum every year
to be part of the curriculum every year
to be part of the curriculum every year because together we can create virtuous
because together we can create virtuous
because together we can create virtuous circles of learning so the next time
circles of learning so the next time
circles of learning so the next time you’re in a meeting or a team huddle or
you’re in a meeting or a team huddle or
you’re in a meeting or a team huddle or even a one-to-one spend that extra five
even a one-to-one spend that extra five
even a one-to-one spend that extra five minutes at the end think deeply about
minutes at the end think deeply about
minutes at the end think deeply about what you observed what you can offer
what you observed what you can offer
what you observed what you can offer pick someone to give feedback to manage
pick someone to give feedback to manage
pick someone to give feedback to manage to your outcome the outcome you want is
to your outcome the outcome you want is
to your outcome the outcome you want is for that person to learn and grow
for that person to learn and grow
for that person to learn and grow so deliver feedback with that framework
so deliver feedback with that framework
so deliver feedback with that framework in mind when you start to do this the
in mind when you start to do this the
in mind when you start to do this the world you inhabit will start to change
world you inhabit will start to change
world you inhabit will start to change imagine you go to sleep every night
imagine you go to sleep every night
imagine you go to sleep every night knowing how you can be better tomorrow
knowing how you can be better tomorrow
knowing how you can be better tomorrow imagine you wake up every day excited to
imagine you wake up every day excited to
imagine you wake up every day excited to learn
learn
learn imagine you even look forward to a
imagine you even look forward to a
imagine you even look forward to a performance review the ability to be a
performance review the ability to be a
performance review the ability to be a real-time feedback hero is in your hands
real-time feedback hero is in your hands
real-time feedback hero is in your hands thank you
”
Be First to Comment