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Giving Feedback Effectively with Tami Lyon

How can we deliver feedback in a way that makes it effective? One thing that can cause a lot of damage to people’s confidence and relationships with each other is giving and receiving feedback. Being able to deliver performance related feedback in a way that is both effective and welcomed, is an art unto itself.

In this episode, Tami Lyon joins Chris and Jordy to discuss strategies that we can all use to deliver feedback more effectively.

Tami shares how we can improve our ability to give feedback, especially in more difficult circumstances. These can include when there is a power dynamic working against us like when we are giving feedback to people who may be older or who may have more experience than us. Difficult situations can also include giving people feedback when they don’t believe they need it or they don’t want it.

Key Takeaways

How we can deliver feedback more effectively:

Start With the Right Mindset: Avoid being angry and confrontational. Instead, we should go in with the attitude that we are trying to help the people we are giving feedback to, to become better.

Communicate Intentions: When we communicate that our intention is to help people to become even better, it can take away any belief that we are just trying to put people down or to criticize them. This can reduce defensiveness and increase buy in.

Connect Feedback to Goals: Linking the feedback to the overall goal can also make it less personal and more objective. An example is having someone agree that they want to do something better and then linking feedback to achieving that objective.

Be Adaptable: It is really important to adapt our communication style to the person and the moment. Some situations call for a less direct, softer approach while some people prefer that we get to the point quickly.

Be Prepared: Knowing what we want to say beforehand can make the experience less stressful for us and can help us to convey more competence to the other person. There is nothing worse than fumbling your words or back tracking when giving important feedback.

Grow Model: G – this is what was your goal, R – this is what is the reality, or what is going on or has been happening, O – this is what options exist, W – this is what the way forward is or the plan.

SBI Model: Situation, behaviour, impact. Step 1: Describe the Situation. Step 2: Describe the behaviour you observed. Step 3: Describe what you thought or felt in reaction to the behaviour.

Consider Needs: Feedback is about building connection. Building strong connections between people requires that we understand who they are, what their needs are and what they need to accomplish.

Guest Bio

Tami Lyon, an executive leader, entrepreneur, and communication expert whose career spans leadership development, business growth, and the snow-sports industry. Tami currently serves as Director of Skier Services at Heavenly Mountain Resort, where she leads large-scale resort operations. She has served as a fractional CEO and executive advisor, and helped organizations transform strategy, culture, and performance. With a master's degree in communication and experience leading more than 14,000 learning experiences for over 100,000 people, she's passionate about leadership, team development, and the transformative power of effective communication.

Guest Links & Resources:

Heavenly Mountain Resort: https://www.skiheavenly.com

GROW Model: https://www.mindtools.com/your-toolkit/coaching-goals/grow-model/

SBI Model: https://www.ucalgary.ca/hr/training-development/connect-perform/one-one-meetings/sbi-model