Marco Alabruzzo
Engineering Manager
marco.alabruzzo@gmail.com
London Django Meetup
14 March 2023
“It’s always being like that, we will never fix it”
“Someone should do something about that”
“Everyone smiles at me, but my last review was terrible.”
Good feedback
Bad receiver
Bad feedback
Good receiver
1) Ask for feedback 🤔
2) Brace yourself ⛑
3) Thank and repeat 🙏
4) Clarify 🔎
5) Follow up 🤔
state your
point to your
ask for the
Examples
"I wanted to increase our coverage, so in the last two PRs I did TDD. How do you think that went?"
GOAL
BEHAVIOUR
IMPACT
"I want to shorten our standup; this week I only spoke about blockers.
Do you think that I was giving enough information?"
GOAL
BEHAVIOUR
IMPACT
I understand.
Thank you!
I am glad we got each other
"If I understand you correctly, I did X in situation Y, that caused Z"
"Correct me if I am wrong, you are asking me to do X when Y happens"
1) The feedback is relevant, and you already knew
2) The feedback is relevant, but you didn't know
3) The feedback is not relevant to you
ASSUME THAT IS ALWAYS THIS
IGNORE
IGNORE
Examples
To help me understand, can you give me a specific example?
"I never did that, what I did was a different thing!"
"I did that, but what I wanted to do was..."
INVALIDATING
DEFENSIVE
CURIOUS
Your point of view
Feedback
Peers
Mentor
Coach
1) Ask for feedback 🤔
2) Brace yourself ⛑
3) Thank and repeat 🙏
4) Clarify 🔎
5) Follow up 🤔
“I want to improve X; what if we try Y
“I noticed that we tend to do Z.”
“When you tried X, that made a difference.”
“I heard of this before.”
Questions?
Slides available at
https://slides.com/marcoala/we-need-to-talk/
By Marco Alabruzzo
In teamwork, a culture of feedback is necessary to archive good collaboration and high performance. Nonetheless, these skills are seldom overlooked in training programs. This is a step-by-step guide to getting the best out of every feedback session. Each step will be explained, with the concepts of collaboration and conflict resolution behind it.
