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Frameworks for Feedback by Rebecca Miller-Webster Code reviews, stand ups, retros, and performance reviews acknowledge the importance of communication and feedback, but they don’t help you give negative feedback or ensure that you hear the small things before they become big things. Let’s talk about feedback and examine frameworks for how to ask for and frame feedback effectively. Not all situations call for the same type of feedback and some are more sensitive than others. We will look at Non-Violent Communication, techniques from family and marriage therapy, as well as more traditional frameworks for feedback. Help us caption & translate this video! http://amara.org/v/JdjY/
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The video titled "Frameworks for Feedback" features Rebecca Miller-Webster discussing the importance of effective communication and feedback within teams. As the CTO of a consulting company and the organizer of Write/Speak/Code, Rebecca brings valuable insights into creating structures around feedback to foster improved working relationships. Key points discussed in the video include: - **Definition and Importance of Feedback**: Feedback is defined as communication on performance, which is vital for individual and team success. It not only includes spoken words but also non-verbal cues such as body language. - **Feedback Frameworks**: Different frameworks for giving and receiving feedback are essential, particularly in sensitive situations. Rebecca cites the importance of structures like one-on-ones and team retrospectives. - **Regular Feedback Structures**: Regularly scheduled feedback can build trust within teams. Although this may seem like an increase in meetings, it is necessary for developing open communication about both positive and negative aspects of work. - **Types and Timing of Feedback**: Feedback should be provided before, during, and after projects to prevent conflict and miscommunication. Additionally, cumulative feedback mechanisms can help track patterns over time, unlike traditional performance reviews that overwhelm recipients with information all at once. - **Constructive Feedback Techniques**: Rebecca shares her 'situation, behavior, impact' (SBI) method, which clarifies feedback by explaining the context, the specific behavior observed, and the impact of that behavior on others. - **Empathy in Feedback**: Listening actively and practicing empathy is crucial for receiving feedback effectively. Techniques such as summarizing and validating feelings can create a more receptive atmosphere. - **Addressing Power Dynamics**: Awareness of power dynamics in conversations about feedback is essential, particularly in a diverse workplace. The concept of microaggressions is introduced, highlighting the subtle ways discrimination can manifest, impacting how feedback is given and received. Overall, the session emphasizes that feedback should be actionable, specific, and kind, aligning with the ultimate goal of improving interpersonal and professional relationships in the tech workplace. To conclude, Rebecca encourages adopting the discussed frameworks for both giving and requesting feedback to enhance collaboration and connection within teams.
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