Agile Dev West - June 2018 - Removing Impediments and Cultivating a Culture of Feedback
•Download as PPTX, PDF•
0 likes•94 views
The document discusses creating a culture of feedback and growth by removing impediments. It addresses defensive reactions to feedback, influences like age and gender, and psychological factors like imposter syndrome. Creating psychological safety and trust are important for counteracting these negative influences. Leaders can foster acceptance of feedback, a growth mindset, safety, and trust by being role models, actively listening, assuming good intent, and making the environment one where all ideas are accepted.
Report
Share
Agile Dev West - June 2018 - Removing Impediments and Cultivating a Culture of Feedback
- 1. Removing Impediments and Cultivating a Culture of Feedback Joanna Vahlsing @joannavahlsing #BetterSoftwareCon
- 2. “In diversity, there is beauty and there is strength” – Maya Angelou #BetterSoftwareCon :: @joannavahlsing
- 3. • Reactions to Feedback • Defensive and Accepting Mindsets • Influences of Age, Gender and Self-Confidence • Imposter Syndrome, Prove It Again Bias and the Stereotype Threat • Creating Psychological Safety • Counteracting negative influences and creating psychologically safe and trust-filled environments • Have some time at the end for questions. #BetterSoftwareCon :: @joannavahlsing What we’ll cover today:
- 4. Without regular feedback, assessment, understanding and a bias for improvement, an agile team cannot operate at optimum health. #BetterSoftwareCon :: @joannavahlsing
- 8. The best predictor of a defensive mindset was lack of confidence. Those who scored highest on the confidence scale were found to have an accepting mindset. #BetterSoftwareCon :: @joannavahlsing From: https://hbr.org/2016/01/how-age-and-gender-affect-self-improvement
- 9. IMPOSTER SYNDROME #BetterSoftwareCon :: @joannavahlsing
- 11. Dunning-Kruger Effect: The tendency for some people to substantially overestimate their abilities. The less competent they are, the more they overestimate their abilities. #BetterSoftwareCon :: @joannavahlsing From: Kay, Katty. The Confidence Code: The Science and Art of Self-Assurance---What Women Should Know. HarperCollins. Kindle Edition.
- 12. 1. Be a supportive ally 2. Give perspective 3. Highlight past and present achievements 4. Celebrate successes 5. Challenge to strive higher 6. Be mindful of self-perceptions and how they impact confidence #BetterSoftwareCon :: @joannavahlsing Imposter Syndrome - What can you do to help?
- 13. #BetterSoftwareCon :: @joannavahlsing Ensuring All Voices Are Heard In situations where men outnumber women, women tend to speak 75% less than their male peers. From: Kay, Katty. The Confidence Code: The Science and Art of Self-Assurance---What Women Should Know. HarperCollins. Kindle Edition.
- 15. #BetterSoftwareCon :: @joannavahlsing Paradigms “A map is simply an explanation of certain aspects of the territory. That’s exactly what a paradigm is. It is a theory, an explanation, or model of something else.” – Stephen Covey
- 16. PROVE IT AGAIN BIAS :: Where someone’s competence is constantly (and unfairly) questioned. #BetterSoftwareCon :: @joannavahlsing
- 17. “Men are hired & promoted on potential, women are hired & promoted on proof. ” @Cindy Gallop #BetterSoftwareCon :: @joannavahlsing
- 18. When seeking a promotion, if there are nine things that need to be achieved, women will do ten before asking for the promotion. Men will ask for it when they have six. #BetterSoftwareCon :: @joannavahlsing
- 19. #BetterSoftwareCon :: @joannavahlsing Risk Alertness and Loss Aversion – Another School of Thought “Risk alertness keeps women grounded in reality. Women are brutally honest about their skills and abilities when putting themselves forward to unfamiliar challenges.” From: https://www.ellevatenetwork.com/articles/6539-debunking-8-myths-surrounding-women-and-work
- 20. Amplification #BetterSoftwareCon :: @joannavahlsing Prove It Again Bias – What can you do to help?
- 21. Stereotype Threat: “When we are part of a minority in an institution, and that minority has a well- known stereotype about performance already associated with it, we feel pressure to conform to that type.” #BetterSoftwareCon :: @joannavahlsing From: Kay, Katty. The Confidence Code: The Science and Art of Self-Assurance---What Women Should Know (p. 97). HarperCollins. Kindle Edition.
- 22. #BetterSoftwareCon :: @joannavahlsing Dunning and Ehrlinger’s Work • Gave male and female college students a pop quiz on scientific reasoning • Before the quiz, students rated themselves on their scientific skills Self-Rating on Scientific Ability Women 6.5 Men 7.6 Self-Assessment of Responses Women 5.8 Men 7.1 Actual Performance Women 7.5 Men 7.9 From: Kay, Katty. The Confidence Code: The Science and Art of Self-Assurance---What Women Should Know. HarperCollins. Kindle Edition.
- 23. #BetterSoftwareCon :: @joannavahlsing Growth Mindset
- 24. #BetterSoftwareCon :: @joannavahlsing Carol Dweck’s Growth vs. Fixed Mindset Work Fixed Mindset :: Belief that traits such as character, intelligence and creative ability are static and innate Growth Mindset :: Belief that these traits are malleable and can grow and change.
- 25. #BetterSoftwareCon :: @joannavahlsing Carol Dweck’s Growth vs. Fixed Mindset Work CHALLENGES GROWTHFIXED AVOIDS GIVES UP EASILY FRUITLESS IGNORES THREATENED OBSTACLES EFFORT CRITICISM SUCCESS OF OTHERS EMBRACES PERSISTS PATH TO MASTERY LEARNING LESSONS
- 26. “Believing that your qualities are carved in stone — the fixed mindset — creates an urgency to prove yourself over and over.” - Carol Dweck #BetterSoftwareCon :: @joannavahlsing
- 27. “The growth mindset is based on the belief that your basic qualities are things you can cultivate through your efforts. Although people may differ in every which way — in their initial talents and aptitudes, interests, or temperaments — everyone can change and grow through application and experience.” - Carol Dweck #BetterSoftwareCon :: @joannavahlsing
- 28. #BetterSoftwareCon :: @joannavahlsing Carol Dweck’s Growth vs. Fixed Mindset Work :: Brainwave Study • Conducted by Dweck at Columbia’s brain wave lab • Study of brain behavior when answering difficult questions and receiving feedback • Fixed Mindset :: Only interested in hearing feedback that reflected directly to their present ability, but tuned out information that could help them learn and improve. Showed no interest in hearing the right answer. • Growth Mindset :: Keenly attentive to information that could help expand existing knowledge and skill. Priority was learning.
- 29. 1. Presenting skills as learnable 2. Conveying that the organization values learning and perseverance, not just ready-made genius or talent 3. Giving feedback in a way that promotes learning and future success 4. Presenting managers as resources for learning #BetterSoftwareCon :: @joannavahlsing What are ways to foster a Growth Mindset?
- 30. Psychological Safety Belief that the environment is safe for interpersonal risk-taking. #BetterSoftwareCon :: @joannavahlsing
- 31. #BetterSoftwareCon :: @joannavahlsing Etsy’s Three Armed Sweater From: http://www.jasonshen.com/2015/first-impressions-at-etsy/
- 32. “People are not afraid of failure, they’re afraid of blame. ” ~Seth Godin #BetterSoftwareCon :: @joannavahlsing
- 33. #BetterSoftwareCon :: @joannavahlsing Psychological Safety Enabling Factors • Orientation to Learning • Support from Peers • Positive Leader Relations • Role Clarity and Interdependence Outcomes • Learning and Experimentation Behaviors • Increased Information Sharing • Engagement and Improved Performance • Satisfaction Source: Frazier, M. L. Fainshmidt. S. Klinger, R. L. Pezeshkan, A. & Vracheva, V. (2017), Psychological safety: A meta-analytic review and extension. Personnel Psychology. 70(1), 113-165
- 34. #BetterSoftwareCon :: @joannavahlsing What are ways to foster Psychological Safety? Lead by Example • Ask for feedback • Acknowledge your mistakes • Make an effort to seek out opinions that differ from your own • Be approachable and encourage team members to ask questions Encourage Active Listening • Leave phones at the door during meetings • Show understanding by repeating what was just said • Encourage people to share more by responding and asking questions • Actively ask for opinions from those who are quiet Create a Safe Environment • All ideas should be accepted equally and never judged • Never place blame • Minimize interruptions of each other • Encourage out of the box and off the wall suggestions Develop an Open Mindset • Help team members become comfortable receiving feedback from each other • First listen, analyze and then respond to input from others. • Encourage team members to see feedback as a way to strengthen their ideas vs. as a criticism. From: https://blog.impraise.com/360-feedback/what-is-psychological-safety-and-why-is-it-the-key-to-great-teamwork-performance-review
- 35. 1. Be a role model of the behavior you’d like to see in others; the dynamic you want to create in the team. 2. Speak in real-time, in-person (or on the phone) when possible. Many emotions, intent and context is lost over digital communications. 3. Be comfortable sharing what’s on your mind and listen with curiosity to what’s on someone else’s. 4. When receiving feedback, maintain a growth and accepting mindset and reduce defensiveness tendencies. 5. Assume positive intent and have compassion. #BetterSoftwareCon :: @joannavahlsing What can I do to increase Psychological Safety?
- 36. A psychological safe culture doesn’t start and end with leadership, because each person’s actions accrue towards creating it. We must continuously cultivate it moment-to-moment. #BetterSoftwareCon :: @joannavahlsing From: https://tendirections.com/psychological-safety-culture-design/
- 38. 1. Be Real 2. Be Clear 3. Be Accountable 4. Be Respectful 5. Be Humble 6. Listen 7. Be a continuous learner and thoughtful teacher 8. Be a great example #BetterSoftwareCon :: @joannavahlsing What can I do to increase trust? Source: https://www.inc.com/james-kerr/the-be-attitudes-of-building-trust-in-the-workplac.html
- 39. #BetterSoftwareCon :: @joannavahlsing Wrap-Up – Creating Cultures of Feedback and Growth Impediments • Defensive Tendency • Imposter Syndrome • Prove-it-Again Bias • Stereotype Threat • Fixed Mindset Solutions • Accepting Tendency • Growth Mindset • Psychological Safety • Trust
- 41. #BetterSoftwareCon :: @joannavahlsing Thank you! Joanna Vahlsing @joannavahlsing Joanna@joannavahlsing.com