Day 8 of F.O.O.D. – Using the TEAPOT to help give better feedback

It’s day 8 of my Advent Calendar and today I’m going to be sharing my TEAPOT technique as a way of being able to provide better feedback.

I meet so many people who find it hard to give feedback because they’re too worried how the other person is going to react.  When you use my TEAPOT technique you’ll find it so much easier and wonder why you hadn’t made feedback a way of life.

Timely is one of the most crucial points.  Don’t leave it until well after the event to give people praise or help to see where they could have done things differently.

Be explicit!  Don’t fudge what you’re going to say.  Give examples, help people see what’s in their blind-spot.  If someone does something really well, let them know it adds value as then they can do it again.  When there’s room for improvement, let them know what would make it better next time..

Don’t form any assumptions.  When we move to judgement, we create our own blind-spots to what could be.  If you feel you’re body reacting, start being more curious and ask more questions!

Always have positive regard for the other person.  Let them know your feedback is really meant with positive intent and you want to help them be the best version of themselves.

When we’re optimistic in our approach we see that there may be temporary blips, but they’re not permanent and there’s always a better way

Finally, in this nugget, don’t be on transmit.  Make feedback a two-way experience

Take it in the way it’s intended!

Have you ever fallen in love with a project and become sooooo close to it that you don’t see some glaring opportunities for improvement?  Others can see it but you can’t.  You’ve locked into the project so much that you’ve locked out everything else and it’s created a kind of blind-spot for you!

Recently I’ve been testing out a new product that I’m working on with friends and colleagues and I thought I’d share the interesting observations I’ve had during this process.  As you know, it’s lovely when people agree with what you’re doing and like the concept.  However, it becomes more interesting when you’re challenged about something you’ve become wedded to during the creation process or someone is on a completely different page to you and throws the proverbial spanner Continue reading

Do people trust you?

Have you ever found yourself sugar coating some news or perhaps not even saying it at all because you’ve been afraid of the consequences of sharing?  I know I have.  All those thoughts of ‘how will the other person react?’, ‘how will it impact me?’, ‘will they still value/love me for who I am?’ and if it’s giving constructive feedback about them ‘will they hold it against me?’

When people don’t feel at ease to speak up, there’s never Continue reading

F is for Fear Culture

my name is fearThis month we are looking at F is for Fear Culture and I thought we’d also touch on Feedback too – as I don’t think one can exist whilst the other is present.  I also felt that it follows on nicely from my last newsletter as a fear culture in an organisation is often caused by someone whose management style is well known and talked about but never challenged.  It’s their attitudes or behaviours, emotional outbursts or inhibiting body language that drives the fear in the organisation.  And this is a real shame, because Continue reading

E is for Elephant in the Room

Having experienced a number of metaphorical elephants in the room in my lifetime, I thought this was a well known expression, but when discussing the subject with a friend over the weekend, I could see from the look on her face that she didn’t know what I was talking about!

So if this is the first time you’ve heard about having an elephant in the room, let me explain.  Continue reading