giving and receiving feedback: the leadership challenge presented by: dr. barbara vittitoe and dr....

Giving and Receiving Feedback:The Leadership Challenge

Presented by:Dr. Barbara Vittitoe and

Dr. Jim Wolford-Ulrich22 July 2008

A Brown Bag Lunch PresentationPrepared for USIS, Grove City, PA

Today’s Presentation

Introduction and purposeLeadership basicsFeedback – basic conceptsFeedback as part of a leader’s practice

–Giving feedback – the leadership challenge–Receiving feedback – the leadership

challenge Implications – relevance to todayQ & A

Giving & Receiving Feedback 2

Introduction & Purpose

Who we areWhat we hope to accomplish:

–Present an overview of an important organizational skill

–Illustrate differences between leadership training and education

–Give an online learning ‘sampler’



Leadership Basics

What Leadership Isn’t

Leadership is often confused with–Power–Authority–Management–Administration–Control–Supervision

5Giving & Receiving Feedback

The Shifting Leadership Paradigm

Old paradigm–Stability–Control–Competition–Uniformity–Heroic– Individual

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New Paradigm– Initiate change–Empowerment–Collaboration–Diversity–Purpose-driven–Team

Giving & Receiving Feedback

“Leadership is an influence relationship among leaders and

followers who intend real changes and outcomes that reflect their

shared purposes.”

Rost, 1993, p. 102.


Leadership: Common Themes

Core leadership ingredients: assumption of personal responsibility ability to articulate a preferred future

(vision) emotional intelligence, including

– intra-personal knowledge (self-awareness) and– interpersonal influence (other-awareness)

tendency to act or decide with conviction

Boyatzis, 1997, p. 464.

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Leadership: Five Components

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The leadership process is both interactive and

dynamic.

Leader

Follower ProcessContext

Outcomes



FeedbackBasic concepts

Feedback . . .

Is information: – “Any difference that makes a difference” (Bateson)

Surrounds us, bombards us …– In the environment– In the marketplace– In society– In organizations

Is necessary for adaptation and survival

– Feedback is an invitation to adapt, to grow– Suppressing feedback leads to entropy and death


The Johari Window


Unknown to You

Known to You

Known to Others

Unknown to Others

Blind Spot

UnknownFacade

Arena

Effects of Giving & Receiving Feedback


Blind Spot

UnknownFacade

Arena

ArenaBlind Spot

UnknownFacade

Greater opennessIncreased trustFewer surprisesLess game playing


Giving FeedbackThe leadership challenge

Giving Feedback

Is a choice we make– Giving feedback sometimes takes courage

Requires that we be observant– It’s easy to notice things we don’t like– It’s also a valuable skill to recognize what we

value and pass our appreciation along to others

– It takes concentrated effort and imagination to identify what we do want (when it is absent) and to engage others in dialogue about how to achieve outcomes we collectively desire


The Art of Giving Feedback

Assumptions– We care about our own, our team’s and our

company’s performance– We take responsibility for effective

communication– We respect others’ need for autonomy, intrinsic

motivation, and self-direction

A skill that we continually hone– Tailor the approach to the particular person– Act appropriately given the situation– Keep the ‘big picture’ in mind– Encourage open, mutual feedback



Receiving FeedbackThe leadership challenge

Framing Feedback We Receive

Feedback plays an essential role in leading ourselves to grow and make changes in our behavior

Attitude Matters– Feedback can be a gift, regardless of the

source– We are not our behavior. Be kind to yourself!– Guard against two natural tendencies:

•to rate our performance more highly than others do•to blame others or circumstances when we fail


Mining Feedback for Gold

Turning Feedback into Change–Understand the organizational norms on

giving and receiving feedback–Design ways to get the feedback you

need–Create a feedback-rich climate

“Feedback is the breakfast of champions”-- Ken Blanchard



ImplicationsRelevance to today’s organizations

Today’s Global Context

Organizations: larger, flatter, more complex

– Leadership is needed at all levels – not just the top– Leaders and followers who are sensing what is

happening in their part of the organization / world and sharing that information with others

A company’s reputation is fragile– Employees need to speak out quickly whenever they

see poor quality or service

Retaining talent is critical– Abundant, open and balanced feedback supports a

positive, performance-based culture



Your Questions?We appreciate your feedback!


For Further Learning:http://www.inflectionpoints.com/usis

Boyatzis, R. E. (1997). Management: A sociological introduction [Review of the book Management: A sociological introduction]. Human Relations, 50(4), 461-466.

Luft, J. (1969). Johari Window. An experience in self-disclosure and feedback. In J. W. Pfeiffer & J. E. Jones (Eds.) A handbook of structured experience for human relations training. San Diego, CA: University Associates.

Rost, J. C. (1993). Leadership for the twenty-first century. Westport, CT: Praeger.

Vittitoe, B. J. & Wolford-Ulrich, J. (2006). Defining leadership [Narrated PowerPoint presentation]. Pittsburgh, PA: Duquesne University, School of Leadership & Professional Advancement.

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References


http://proquest.umi.com.authenticate.library.duq.edu/pqdweb?index=6&did=11496117&SrchMode=3&sid=1&Fmt=3&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1158845085&clientId=3262&aid=1

giving and receiving feedback: the leadership challenge presented by: dr. barbara vittitoe and dr....

Documents

giving feedback

receiving feedback slide

receiving feedback unknown

mutual feedback

balanced feedback

mining feedback

framing feedback

survival feedback