Face2Face Feedback

WHAT IS IT?

Full circle feedback is focused on the concept of ‘Radical Candor.’ “Radical Candor is what happens when you Care Personally and Challenge Directly. Radical Candor builds trust and opens the door for the kind of communication that helps you achieve the results you’re aiming for” (Kim Scott). Scott goes on to claim that when an environment is built on trust people are more likely to accept feedback and be honest in return. In order to garner trust it’s important to show peers that you really care and it’s not just about business. This means to execute this well you must also bring your authentic self to work.

HOW IT WORKS?

Face2Face Feedback consists of a roundtable discussion. There are 2 participants and 2 facilitator. The Roundtable discussion consists of each person sharing 3 strengths & 3 opportunities for development with the rest of the team; all others give feedback and recipient can ask questions of their feedback.

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STEPS TO IMPLEMENTATION

  1. Create a “feedback driven culture” focused on building the right foundations

    • Feedback training:

      • Unconscious Bias

      • Giving & Receiving Feedback

    • Leverage a stylistic Assessment models focused on building awareness & trust such as MBTI, Predictive Index, DISC

      • Any employees participating in this feedback would need to take the assessment.  But ideally, the entire org takes the assessment creating a culture of awareness

    • Facilitator to moderate face2face feedback sessions.  This is a critical role to ensure feedback is given in the right way – Radical candor model of Direct but Kind – with a DE&I unbiased lens

      • This person would meet individually with each person in advance to help them create the right unbiased feedback

      • Facilitator would also facilitate the session between the parties

  2. Face2Face feedback between 2 people(not a manager/employee combo) facilitated

  3. Face2Face Group feedback facilitated

POTENTIAL CHALLENGES & BARRIERS TO SUCCESS

  • Company is not a Feedback driven culture

  • Psychological safety is not embedded in the culture

  • Trust is not good amongst teams/people

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