The Power of Performance Feedback
summary
Argues that specific feedback beats vague praise and offers concrete tools: a what/why model (use once for praise, twice for coaching/correction), simple delivery checks (Likert, checkbox), a 8-box/20‑seconds team expectation exercise, and a short proactive conversation script to predefine how to handle future tensions. Recommends formal reviews every 2–3 months, informal micro-feedback ~3×/week, choose faster loops for high emotion or complexity, and always set an action step plus follow-up for accountability.
AI-written summary · about
chapters (16)
- 0:00Start
- 3:22Checkbox Model
- 5:56What Is a Key to Great Performance Feedback
- 9:04Environment for Great Performance
- 21:44Proactive Conversation
- 23:06Create a Game Plan
- 24:08Fundamental Attribution Error
- 26:54Seeking Understanding
- 27:33Purpose of Performance Feedback Is To Encourage Desired Behavior
- 30:50Coach or Build upon Performance
- 32:39Corrective Feedback
- 33:28Alternative Action
- 35:32What Makes Love Letters So Powerful
- 36:49The Pace of the Feedback Loop
- 38:52How Often Should We Be Giving How Often Should We Be Giving Feedback
- 40:55Informal Feedback
related talks
01h 01mThe Power of Performance Feedback
22mFeedback matters
26mIf Feedback is a Gift, Why Does it Never Feel Like One
32mBetter: Fearless Feedback for Software Teams
17mDo you have a minute? A better approach to feedback culture
35mFrameworks for Feedback
27mDoes how you give feedback matter?
42mEmpowering Individuals with Transforming Performance Reviews