This morning I conducted a webinar for Harvard Business Review on Making Feedback Less Stressful, and while a full recording of the presentation will be posted soon, here's a copy of my slides.
Topics include emotion (and emotion management), social threat, the SCARF model and the Net, as well as building a feedback-rich culture.
Much of what I've learned about feedback has come through my experience with Stanford's Interpersonal Dynamics course (more commonly known as Touchy Feely), which I've written about many, many, many times. I first took Touchy Feely in 1999 as an MBA student, and I've been facilitating groups in the course regularly since 2007. (I've spent over 1,200 hours in these groups over the last 8 years.)
The feedback I received in the course more than 15 years ago has had a significant impact on my life and career since then, and I'm grateful to have been asked to share my perspective on this topic. I'm told we had over 4,800 people registered (and over 1,000 live connections), and it was a lot of fun.
First, thanks to Angelia Herrin for inviting me to participate, to Ally Russell for her tremendous help and support, and to all their colleagues at HBR and Citrix/GoToWebinar who made it happen.
Many thanks to my Interpersonal Dynamics co-facilitators over the years: Karin Scholz Grace, Sue Neville, Zoe Dunning, Inbal Demri Shaham, Chevalisa Bruzzone, Lisa Kay Solomon, Liselotte Zvacek, Erica Peng, Michael Terrell, Chris McCanna, Jimena Galfaso, Saraswathi Ram Mohan, and Agnes Le.
Thanks also to my colleagues on the Stanford faculty and coaching staff: Andrea Corney, Carole Robin, Chris McCanna, Collins Dobbs, Gary Dexter, Hugh Keelan, John Cronkite, Lara Tiedens, Richard Francisco, Ricki Frankel, Scott Bristol, and Yifat Sharabi-Levine.
As always, thanks to my coach, mentor, and fairy godmother Mary Ann Huckabay.