You know the feeling, right? You're on the edge of your seat. The anticipation is growing. You've watched the competition or reality show ( Celebrity Apprentice : Leeza or Geraldo? Don't tell me. I haven't watched the finale yet!) as the participants jumped through hoops, overcame obstacles, performed silly stunts, fought for the rose, defended themselves in the board room, etc.
After all that work, who will win?
I have that same feeling of anticipation after giving a talk, leading a Bible study, facilitating a meeting, spearheading a working group or guiding a training. Everyone wants to know if they are a winner in their everyday life and work. We long for feedback in a meaningful way yet the frequent but description-less "good job" and "that was great" seems like empty fluff. Empty feedback doesn't help me discern if I won. And I like to win.
So how can we give and receive feedback quickly, succinctly and in a helpful, productive way? Let me introduce you to the WIN Model of Review and Evaluation. I learned it from Creative Results Management's coaching certification program. It's simple and short with only three questions. That means you can walk through it with a trainee or friend in less than 5 minutes and give helpful, informative, developmental feedback.
But the best part of this evaluation model, in my opinion, is that it distills all the could-be-improved items to ONE action point for growth. It creates focus, especially if there's lots of room for growth.
What went W ell? List 3 successful elements
What could be I mproved? List 3 possible improvements
What will you do differently N ext time? Commit to 1 action for change and growth
Here's a link to a Google Slide of the WIN Model so you can use it with your team, trainee or on your own.
I find it most useful when the person who just led the event, talk, etc gives their answers before the observer does. Or you can use it on your own for a quick debrief. I do that often.
Note: It seems that some people have a hard time identifying three things they did well, especially if they are novices, and an easier time listing three items for improvement. As people grow more comfortable through familiarity, it may become more challenging to find areas of improvement.
In light of that, this a great tool to give feedback to someone who has a lot of experience but not a lot of expertise or excellence. It gives everyone a chance to chime in on celebration and improvement points, and focuses on ONE action step for growth.
Experiencing meaningful feedback is a key discipline to helping others experience the thrill of a job well done, the thrill of the win.
Image by Flickr user firstname.lastname@example.org and used under Creative Commons license.
If you’re leading a team then you know you that this is crunch time. There are a few precious weeks with these people who have been entrusted to your care before your staff peel off to focus on MPD and prepare for their summer assignments. You can help your team end well by reminding them that they are not lone rangers. You can lead a discussion on what it means to be a TEAM.
There is tremendous comfort in the knowledge that we are "seated" with Christ. You have a seat at the table with Jesus. You are seated with Him right now. You are at the Greatest Table with the Greatest King.
“Perhaps the most undervalued quality of a great mind or, at least, an awakened mind, is the willingness to abandon cherished ideas that cannot stand up to new evidence.” Joseph Loconte “It is a capital mistake to theorize before one has data. Insensibly one begins to twist facts to suit theories, instead of theories to suit facts.”
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