The Power of Performance Feedback
summary
Audience moves from 4/10→10/10 within five minutes by iterating feedback formats: numeric Likert, checkbox, word constraints. Presents three feedback purposes—encourage, correct, coach—and advocates specific action steps. Uses two live tools: a 90-second circle-drawing exercise to reveal ideation styles and an 8-box, 20-second-per-box grid to capture communication/recognition preferences. Recommends cadence: 2–3×/week informal check-ins and quarterly or bi-monthly formal reviews, and stresses pairing feedback with resources and action.
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chapters (9)
- 0:00Start
- 13:12Proactive Conversations
- 15:01Assessing Team Dynamics
- 18:04The Fundamental Attribution Error
- 21:43The Purpose of Your Feedback
- 23:19Feedback Is To Correct Undesired Behavior
- 26:26Why Are Love Letters So Effective
- 33:58What Is the Desired Feedback Loop How Often Should We Be Giving Performance Feedback
- 57:28Types of Communication Methods
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