Feedback & Reflection

• Informatiemanagement
• HBO
• Studiejaar 2,3

Agenda

Objective: have the knowledge to give & receive feedback and how to write a reflection

Introduction 

Giving feedback 

Receiving feedback 

Self-reflection

Feedup (where are you going, what is your goal, what is your result)

Feedback (what you have done, how did you tackle the goal so far)

Feedforward (what is the next step, what will I do to achieve the goals)

Your role as a manager

Your role

Creating results

Team building 

Guidance = praise + criticism

• create results: make sure dishes comes out perfect, ensure first years know how to do basic cut and cooking techniques, make sure the kitchen is clean and up to HACCP standards. 
• Responsible for team building: to get work done through people and the result you want to achieve is highly affected by your team dynamic. GR8 TEAM = GR8 RESULT
• Giving guidance = by giving praise, criticism, what they did well so far and what they could have improved (giving feedback) give feedback to employees to help them meet and exceed their learning goals or personal & profesional goals

Giving Feedback

Feedback of your orientation day + first week so far

Orientation day + first week so far

The feedback sandwich 

- start with positive feedback 

- sandwich the criticism in between 

- another praise to close it

example: 

- came on time and was prepared 

- during service, not follow instructions 

- but um thank you for your excitement and preparation today

used to be the hip way

(protects people's feelings, makes it easier to say the difficult part)

now seen as ineffective. 

why? manipulative, indirect & takes away the important areas to improve 

*laughing out loud* "that's not how you plate course 2, the yoghurt should be covering the cauliflower!"

1. ruinous empathy
2. radical candor
3. manipulative insincerity
4. obnoxious aggresion

obviously a horrible way to let Michelle know she needs to

basically what simon cowell did

You don’t say anything. It’s not a big deal… she’ll figure it out.

1. ruinous empathy
2. radical candor
3. manipulative insincerity
4. obnoxious aggression

You think you don’t want to make her feel bad so you don't say anything. 

The problem is: she had no idea. she'll plate the rest of the dish that way. After looking at Wannee's Instagram, she realizes that was not the plating she did. 

Or that you don't care enough about the person to challenge them dirrectly. the praises or feedback you give are either fake or only for your grade.

*tell other managers* "oh no look at her plating. I thought the introduction day was enough to teach her this"

1. ruinous empathy
2. radical candor
3. manipulative insincerity
4. obnoxious aggression

when you care so much about someone that you fail to challenge them, you just let it slide. 

Silent also because you don’t want to embarrass Keith. So you ended up giving false praises but not meaningful. 

"that's a sufficient plate, Michelle"

Hey Michelle, if you do it this way, you could have more yoghurt covered on the cauliflower.

1. ruinous empathy
2. radical candor
3. manipulative insincerity
4. obnoxious aggression

respectful confrontation 

build trust

care personally doesn't mean you sweet talk

ask questions "have you thought about?" make it a two way street 

Other feedback method?

Match

Text

Your feedback should be..

your feedback should not be

Helpful

About their personality

Public criticism

Private criticism

Immediate

broad and general

Feedback should be HIP 

ask follow up questions "why" "how can i help"

Helpful 

Humble 

Immediate 

In person 

Public praise / private criticism 

not about their Personality

but be precise!

• Describe the situation you observed
• Describe the behavior you saw (good/bad)
• The impact you observe

Receiving Feedback

Being a leader have an impact on what people will say to you.

 

You have the power to fire people or in this case, fail the first years. That can be scary and your first years will hesitate to tell you what they think.

see feedback as a gift

Guidelines:

Be persistent: convince them you really want to hear what they really think. Try different approaches or situations.

  

but...

The first thing you do is express your gratitude for the feedback. 

Thank you, I appreciate it 

Thank's for taking the time

Thanks for giving me feedback

What if it's not true? 

Thank you, but I was..? (defending yourself) reacts to feedback as if it were an attack and triggers defensiveness.

instead, say 

Thank you. could you tell me more...

Invite the team to criticize you

Invite the team to criticize you (let the team know that challenging directly is not only encouraged, but expected) “what can I do or stop doing that would make this easier?” or “how can I support you?”

and be persistent. convince them you really want to hear what they really think. Try different approaches or situations. 
 

Reward the radical candor

Reward those who criticize you. 

If u agree with it make visible changes, if it's hard show them you’re working towards it. 

If you disagree then just tell them. If they feel punished for criticizing you, they will stop giving it to you.

If you get honest feedback and do nothing about it, then the feedback will stop.

-Alan Mulally
 

Listen

Listen to understand, not to respond.

Don’t interrupt or argue when someone gives you feedback. “yes but I was doing what's best for our roti department” 

Just listen and try to learn something from it. If you don’t understand, instead of asking “can you give me some example?” try to repeat and clarify “So what I hear you saying is…”

Public criticism 

Invite the team to criticize you (let the team know that challenging directly is not only encouraged, but expected) “what can I do or stop doing that would make this easier?” or “how can I support you?”

and be persistent. convince them you really want to hear what they really think. Try different approaches or situations. 
 

Reflection 

a process describe their learning, how it changed, and how it might relate to future learning experiences 

improve individual's specific learning situation to have greater self-awareness, professional expertise, critical thinking and resilience

start with a journal, write down key moments. Just because reflection submission is at the end of the module does not mean that's the only time you reflect.  

- grading sheet for reflection - 

What is a reflection

It is

It is not

List of goals, tasks and roles

Merely description of day to day tasks

Situation and its impact on you and the team

objective or outcome

Writing your reflection

• List your goals, tasks and responsibilities 
• Describe the situation (K.I.S.S.)
• Your behaviour in that situation & its impact 
• What could be improved 
• The results and competencies you achieved 
• Pointing out the limitations or challenges you faced 
• Refer back to your learning outcome

Gibbs’ Reflective Cycle

To conclude 

• give immediate and clear feedback
• be persistent when asking for feedback and treat it as a gift
• reflection is not merely a description
• drive results collaboratively