Feedback Wrap: A useful key to win self-knowledge and improve our performance.

The work environment is one in which we are most of our time, we share many moments, experiences, and situations with our colleagues, we spend so much sharing with them even more than with our own family. For the same reason, it is impossible not to see what others are doing and more if we are part of the same work team

There is a reality in which it is always easier to highlight the good things of the people that we live with, on which they could improve; We tend to think that the other can take it in a bad way.

If we focus on labor relations, their inertia keeps us educated that only bosses or leaders can make observations to us, but not from our direct colleagues. We are used to waiting for evaluation periods to come to receive those observations always from a leader or a colleague only.

In these situations I have this series of questions for the world:

• How willing are we to change this?
• Why should we wait for time to pass?
• Why do we take away the possibility of learning from others from those possible mistakes or things to improve?
• Would you like the opportunity to see those things that you could improve, before your performance evaluation?
• What do you prefer that your boss comes to tell you only?
• Would you like to allow yourself to open your door of opportunity to observe your peers?
• Do you want to do it and don’t know where to start?

The answer to these questions we can first call as Feedback.

Feedback is more than the information that comes to us from others about how we are doing what we do. Its purpose is (or should be) to provide us with positive help to improve, to provide us with concrete data with which to boost our motivation. This art, this skill is indispensable in all sectors: education, work, relationships. There is research related to Psychological Safety that shares with us about the importance of feedback in a contained way

“We all need feedback from people who offer us a suitable one. It is the only way we can improve ”.

-Bill Gates-

In this article, I invite you to have a “Feedback Wrap” for breakfast, which comes from the gourmet menu that Management 3.0 offers us

https://management30.com/practice/feedback-wraps/.

This dynamic allows us to open our breakfast room to all the people with whom we interact, Family, Work, School, accompanying us to give and receive those comments from those who allow us to nourish ourselves with this delicious Feedback.

It consists of five easy steps that allow us to offer our colleagues, to decide how to act in the face of the comments we have to make.

This is a very powerful dynamic that has helped me to be able to accompany constructively and healthily.

Today I want to share with you this experience that is very important to me because just when I found out about this Feedback, I was needing to apply it with one of my SCRUM team collaborators.

Erika is a super energetic, positive, and professional person in everything she proposes, however, the very demand of the business was overshadowing her and for the same reason she was demanding herself to such a degree that she did not stop working, this situation was affecting her in his state of mind, and therefore in his work results.

I asked her to chat to talk a little about what she was observing, I invited her to Breakfast a Feedback Wrap, at first Erika was a little expectant, curious about why or what was happening to receive feedback at that time of day, so we started.

1. I offered him the context.
2. I offered my observations.
3. I shared my feelings with him. “Concern” about the situation.
4. I told him that it is important to me as a Scrum Master to know that his high level of responsibility would be at risk of his peace of mind and rest after hours by fulfilling an over-commitment.
5. The extra ingredient is added at the end where I shared my suggestions so that you could achieve our goals more healthily.

How learning led me that always the best time to give feedback is when situations are occurring and not later in an instance of evaluations and that just as I gave Erika the opportunity to continue growing, I gave it to myself Also to express to her what was happening about the situation in question, talking about it with her helped me better understand what she was going through about the context that she mentioned earlier, it was very emotional that together we were advancing through these 5 steps so that finally the suggestions came from herself.

This experiment was a success because Erika managed to dose well those tasks that she had to improve her workflow and focused each of those activities that she was doing and were consuming her lifetime. In this way, I felt that my facilitation was being effective and the team recovered an overworked person.

My next steps about this tool are based on the following:

1. Carrying out a group feedback wrap, I find it important and interesting to apply it to an established team.
2. I’m going to do a self-feedback using the feedback wrap practice.
3. I will seek to promote the use of the practice with the rest of the teams through dissemination among colleagues to find what can be improved or maintained..

As a M3.0 Change Agent, I advise you to use this feedback wrap as many times as you think necessary with your collaborators, always try to be transparent with the approach and always seek to use it periodically and positively, without looking for culprits, you will verify that by using it correctly correct way will bring a better circle of trust with your peers and thus together achieve your goals faster since your communication with them will grow

I invite you to start offering this nutritious Feedback Wrap to anyone who needs to receive some comments about what he is doing, help your partners see what they have to do to improve it,

Start to do It between yourselves!