Strong positivity in the team has been created in previous rounds. Teams the have structured safe space for connecting on an interpersonal level to practice exchanging guidance are far more receptive to giving and getting criticisms, and better able to act on that data.
Go to the ‘Play cards’ tab. Press the ‘START’ button.
Everyone opens three cards (3, 4 & 5).
Use the app to choose the card which they could improve the most.
When self-voting is completed, players will take turns to vote for other people.
How to guide the conversation...
To feedback giver: Can you give a concrete example when Player A did not do their "Chosen card"?
To feedback giver: When Player A not doing their “Chosen card” how did it affect you?
What benefits do you see if Player A starts improving their ”chosen card”? Benefits for the team, for you, for Player A?
When you decide pick a person to hear a criticism, what was your reason? Was it more about who you like? Who is honest? Who is least likely to be mean or cause you discomfort?
Lower the burden of giving ‘perfect criticism’. We do not aim to define an outcome which someone should improve or change specific behavior out of this round.
Bonus: How to give better feedback
Express how "I" see things instead of how "You" are like.
Start your sentence with I.
Illustrate fact and behaviors to establish a common ground.
The mindset of feedback recipient
Getting criticism is unpleasant. Yet, don’t lose your temper. Work hard to keep your PfC active.
You want to find the truth instead of defending the idea that you're right.
Substance matters more than the style of feedback.
If the style of communication is an issue, box it separately and address it later.
You don't have to agree with the feedback.
Try to repeat what you heard so that both parties are in sync.
Ask questions to understand.
Pain x reflection = Growth!
Constructive feedback (c) - 10 mins
When receiving criticism during the session… (Quiz 2)
Reflect on the feedback experience
Our goal is to 'de-couple' the pain (getting punished) and learning (gaining new info & insights)
Criticism & Brain
When you “perceive" a threat, brain’s Threat Circuit is engaged
Amygdala conducts a snap judgement whether a stimuli is a threat or not
If it’s perceived as threat, Amygdala releases Cortisol (stress hormone)
Brain enters “fight or flight mode”, blood pressure goes up, narrowed focus, PFC (prefrontal cortex) shuts off, not able to listen and reflect anymore.
Characteristics of the Threat Status:
It’s contagious. Easily spread and copied by others
It last longer and remembered (Trauma) than Reward state
If cortisol is overdosed, it leads to burn out
Negativity bias: humans give more psychological weight to bad experiences than a good ones (Average: 9 to 1)
Individuals have a different sensitivity level toward threat (depression, anxiety disorder, enlarged amygdala)
Why it matters to feedback & high performing team?
Most of stimulus are ambiguous. You can train how you want to handle negative stimuli.
Your brain is under a constant fight between PFC and Amygdala: PFC wants criticism, to analysis and learn. But, PFC always gives in Amygdala
High performing teams maintainReward State & higher capability to handle criticism