Talk: How to motivate your Agile team using SCARF based feedback tool

Talk description

Title:	How to motivate your Agile team using SCARF based feedback tool
Short synopsis:	Do you know what Feedback Itching is? It is an organizational symptom that is very common to Agile Teams and organizations. It is not a good one, unfortunately. Working in an environment of constant ability to give and receive feedback might be good as we immediately receive data about our behavior, but at the same time, it increases anxiety and can spoil attempts to create trust in the team. We need to know how to give feedback correctly. We will use the Neuroleadership approach to set up and practice several tools on how to prepare and evaluate feedback before it is given. How we can understand our reaction to feedback and give it in a way so it increases team motivation and productivity (there is research that feedback, even positive, mainly decreases productivity). Also, there is some neuroscience research about the neuroplasticity window in the brain that gives us insight into how we should set up the feedback session, timing, introductory questions, etc. to help our brain to proceed it and be willing to change after the feedback. Max size: 500 chars
Long synopsis (optional):	Do you know what Feedback Itching is? It is an organizational symptom that is very common to Agile Teams and organizations. It is not a good one, unfortunately. Working in an environment of constant ability to give and receive feedback might be good as we immediately receive data about our behavior, but at the same time, it increases anxiety and can spoil attempts to create trust in the team. We need to know how to give feedback correctly. We will use the Neuroleadership approach to set up and practice several tools on how to prepare and evaluate feedback before it is given. How we can understand our reaction to feedback and give it in a way so it increases team motivation and productivity (there is research that feedback, even positive, mainly decreases productivity). Also, there is some neuroscience research about the neuroplasticity window in the brain that gives us insight into how we should set up the feedback session, timing, introductory questions, etc. to help our brain to proceed it and be willing to change after the feedback. Participants will: Understand the pros and cons of continuous feedback model that is common in Agile teams Learn 5NOTs of feedback - wheat feedback is NOT Discuss why we like giving feedback and does this link with a real change that we want to trigger or with something else Evaluate do they have Feedback Itching symptom in their company Practice useful model (formulae) to give feedback Learn 2 approaches how to make feedback trigger changes and not anxiety Practice SCARF model to evaluate (with numbers) possible reaction to feedback Learn about neuroplasticity window (with practice) and understand timing limitations to feedback sessions Mechanics: This workshop is based on one large exercise that participants will do after and between theory and practical discussions. Exercise is about using and evaluating different models of giving feedback. Part1: in pairs participants will share real feedback (one positive one negative) that they received or gave. This should be done in writing (by a listener) to capture words as accurately as possible. Part2: After I share formulae of Amina Nolan's model participants will again in pairs try to discuss possible feedback using this model. Again another person will write down everything. As the result each one should have 4 stickers with 4 feedbacks - 2 not using model, 2 using model, 2 positive, 2 negative. Part 3. After I describe the SCARF model, I will ask to rate these 4 feedbacks with -2 -1 0 1 and 2 and identify the sum for each feedback. In practice, ones with Amina Nolan model receive a higher score that means that this feedback friggers reward reaction in the brain and not a threat one. I will use a flipchart with 4 areas to capture what participants have for each type. Part 4: In teams (tables) - share findings and then share a few of them with the whole group. Part 5: Neuroplasticity window - additional data and coaching exercise to experience association-dissociation of neural networks (we will also move a little bit). Overall timing 0.00 - 5.00 - Introduction of Anna and Neuroleadership approach 05.00 - 20.00 - What we need to know about our brain to understand the feedback - 60% and 40% what is that (discussion with the whole group) - there is research that says that 60% of feedback leads to decreased performance and only 40% leaves performance as it or improves it (usually people are shocked here) - 5NOTs - what feedback is NOT and what it really is - Feedback triggers threat response (and problems with continuous feedback culture) - We love giving feedback (discussion with the group) - why is that, then sharing what research says - Introducing feedback itching and symptom of what it is. - Why to whom and what is a feedback 20.00 - 23.00 Case discussion - what reaction "you are awesome" type of feedback really triggers - pros and cons 23.00 - 25.00 - What feedback is - it is information 25.00 - 33.00 Exercise Part1: in pairs, participants will share real feedback (one positive one negative) that they received or gave. This should be done in writing (by a listener) to capture words as accurately as possible. 33.00 - 35 Amina Nolan Model 35.00 - 45.00 Exercise Part2: After I share formulae of Amina Nolan's model participants will again in pairs try to discuss possible feedback using this model. Again another person will write down everything. As the result each one should have 4 stickers with 4 feedbacks - 2 not using model, 2 using model, 2 positive, 2 negative. 45.00 - 50.00 How to make people think about the change after feedback: Power of Yet for Learning Mindset and SCARF model 50.00 - 60.00 Exercise Part 3. After I describe the SCARF model, I will ask to rate these 4 feedbacks with -2 -1 0 1 and 2 and identify the sum for each feedback. In practice, ones with Amina Nolan model receive a higher score that means that this feedback friggers reward reaction in the brain and not a threat one. I will use a flipchart with 4 areas to capture what participants have for each type. 60.00 - 65.00 Exercise Part 4: In teams (tables) - share findings and then share a few of them with the whole group. Link of reaction to feedback with trust and friendship 65.00- 72.00 Exercise Part 5: Neuroplasticity window - additional data and coaching exercise to experience association-dissociation of neural networks (we will also move a little bit). 72.00-74.00 Discussion what this neuroplasticity data means for feedback. 74.00 - 75.00 Summary and questions Max size: 5000 chars
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