Week 15 Feedback - Feedback Sharon Glazer, Ph.D. San Jose...

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Feedback Sharon Glazer, Ph.D. San Jose State University
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Agenda Quiz 11 reflecting on Yavneh Break Individual-focused interventions
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Possible Effects of Feedback Feedback occurs What is the direction of  the energy? Is energy created by the  feedback? Do structures and  processes turn energy  into action? No  Chang e Anxiety,  resistance , no  change Energy to  deny or fight  data Failure,  frustration,  no change Chang e Energy to use data to  identify and solve  problems
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Determining the Content of the  Feedback Relevant Understandable Descriptive Verifiable Timely Limited Significant Comparative Unfinalized
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Effective Feedback Meetings People are motivated to work with the data The meeting is appropriately structured The right people are in attendance Knowledge Power and influence Interest The meeting is facilitated
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Survey Feedback Process Members involved in designing the survey The survey is administered to the organization Data are analyzed and summarized Data are presented to stakeholders Stakeholders work with the data to solve  problems or archive vision
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Limitations of Survey Feedback Ambiguity of purpose Distrust Unacceptable topics Organizational disturbances
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Preparing for Feedback Was there a problem statement? Per Steve/Joni Per other interviewees What are areas to compliment and areas that  challenge? Condense data Trust your gut Review Block’s text on Labeling Resistance
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Work in Teams (1) On a blank sheet of paper list variables you feel  are important (good and bad) to raise. Share and discuss with your teammates. Of these items:  What can the stakeholders control? Cross out what  they can’t control. What is clearly important to Yavneh (based on  interviews)? What will the client likely work on?
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Do’s and Don’ts Do Don’t Report confirming data Address difficulties and  avoidance in the report (unless  report is slated for wide  distribution) Stay with feedback that causes  uproar Identify vulnerabilities by  confronting and being  supportive of client Collude by avoiding difficult  topics Talk about individuals Create solutions that client  can’t control Blame 
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Communication Style Be Assertive: state the problem as you see it Be Authentic: describe, but don’t evaluate Don’t be Aggressive: “you dummy” Don’t be Non-Assertive: disservice to client Be Clear; Descriptive; Focused; Specific; Brief;  Simple
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This note was uploaded on 09/08/2010 for the course PSYC 293 at San Jose State University .

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Week 15 Feedback - Feedback Sharon Glazer, Ph.D. San Jose...

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