Contributed by Verena Roberts
This workshop will teach you how to understand effectively give and receive feedback leveraging the Johari Window model.
- Understand how to ask for feedback to change a behavior or develop a skill.
Activity – Johari Window
- Describe the circle of trust to your group. When you create a circle of trust, you create a promise to everyone in the group, that the messages shared within the circle are private, confidential, authentic and shared with good intention. Key Message: Anything said within the workshop by anyone needs to stay private and confidential. (don’t break the circle).
- Walk participants through the power point presentation (slides 2-5 only). For each slide, ask participants to share – in open discussion or with a partner, examples of each ‘box’.
- Discussion – Ask people to consider the Johari Window, and share thoughts on what would be key things to think about when GIVING feedback. When Receiving it?
Activity – Giving & Receiving Feedback
- Split people into groups of 3. Setup the activity: Person 1 & person 2 will give and receive feedback, and person 3 will observe. If possible, try to give the role of #3 to someone who has engaged in discussion and appears comfortable speaking in front of others.
- Ask #1 to tell one of their first happiest memories from childhood. (1 minute)
- Ask #2 to give feedback on their story. Important: Encourage thoughtful feedback – avoid negative language, or personal criticism. (1 minute)
- Ask #3 to describe what they observed when number 1 or 2 gave and received feedback. Encourage this person to describe behaviors, words, actions and general manner of their peers giving and receiving that feedback.
- Switch ‘roles’ as time permits.
- Ask the group to describe their experiences as:
- Lead the group in identifying ‘guidelines’ for giving and receiving feedback (writing on poster board, or other visible place).
NOTE: Potential Challenges with this workshop
- Some things are perhaps better not communicated (mental health, or health problem, abuse)
- Some people may give feedback that goes further than we desire – or become too personal.
- Some people may react negatively.
- Some cultures have very open and accepting approach to feedback, others do not (work within these).
- Some people may take feedback offensively.
Figure 360-degree feedback CC BY 2.0 by Jurgen Appelo