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phrased in the way i think and my own words.

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LXD diary na nasa airtable na i can access all these tools that are used to reflect

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scorecard

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on time feedback - upskilling

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including SABON, BANLAW, tier convos, LXD Devt in the pipeline

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1. General feedback - mga feedback na hindi napaguusapan masyado like mga reactions ko, paano ako makipag-usap sa iba.
2. Feedback na focus sa roles

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Walang specific pero okay kung documented siya like Google Docs or Email. Anonymous ang pagbibigay ng feedback

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For me wala namang tamang time, nakuha ko rin ang attitude na ito sa Habi na feedback is a gift so, kahit kailan, anong paraan.

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attitude towards work, work habits, etc.

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Pwedeng naka-consolidate sa email. or pwede rin direct message, or quick call.

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Pwedeng naka-consolidate sa email. or pwede rin direct message, or quick call.

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Feedback that is anchored on specific examples or instances

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Feedback that is anchored on specific examples or instances

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Don't know kung ako lang ito pero I don't like airtable as a repository for feedback

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Don't know kung ako lang ito pero I don't like airtable as a repository for feedback

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It feels so impersonal.

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I don't mind getting it over email or via PM, or a call. Mahalaga sa akin that the giver is able to express themselves clearly so may bias ako for receiving feedback in the way that the giver is comfortable to give it.

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Receive - sana after the behavior is spotted.

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Receive - sana after the behavior is spotted.

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tell me while I still have a chance to be better, to improve the output

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kapag may anecdote or evidence na nabanggit. kaysa generic na naging thank you note

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blindspots ko rin help

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Parang same sagot ko as in the first column

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Parang same sagot ko as in the first column

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specific, timely, formative, hindi puro strengths and praise

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Being able to keep track/document the feedback I get over time is helpful

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Di ko sigurado kung naunawaan ko yung tanong, pero nakakatulong sa akin kapag may oportunidad na makipag-usap tungkol sa feedback sa halip na binasa ko lang siya at one-sided lang ang pagbaba nito. Sana conversation?

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gusto ko ng multiple ways to give and receive feedback depende sa style ng nagbibigay/tatanggap. pero mahalaga sakin na nado-document ito.

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i want to be able to say it on paper in the same way i would say it to you in person and out loud

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nahihirapan ako sa pagbibigay ng feedback at specific times o yung mga sabayan/deepwork style na lahat tayo gagawin ang feedback for 10 mins. i take feedback-giving seriously kaya i take longer than 10/20min and I need to feel like I want to give feedback para genuine

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Give - in the moment while the behavior is relevant/happening. If nasa good/great, on the spot be generous with praise. Pag nasa growth, choose a right time for it depende sa receiver.

Receive - when is it natural for me to receive feedback? parang hirap nung prompt kasi i dont think it's within my control? But if it's when I want to receive feedback, balik ko sa formative and timely. Yung may magagawa pa ko about it if it's a growth opportunity.

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Puwedeng may routine na 30 mins dedicated RTB and peer feedback time

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Yung prompt na what are our wins/what are we celebrating this week - puwedeng recognizing something we/a particular team member did well

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Parang tool for all seasons but peer feedback version

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Parang tool for all seasons but peer feedback version

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It's just one form I go too then I pick who to give feedback to. But di puwedeng input lang may system. Puwedeng on Fridays we all have this routine of checking the peer feedback. Sa coaching mo, you're reminded to have a look. When you're preparing your huddulo checkout.

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Consistently but kindly. Within reasonable limits given the context

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Consistently but kindly. Within reasonable limits given the context

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Both through formal and informal avenues.

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Both through formal and informal avenues.

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Both through formal and informal avenues rin hehe

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Both through formal and informal avenues rin hehe

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It helps me kung may allotted time a t may structure, hindi ganun ka-open ended. Helpful din sa akin kung mapag-isipan ko kaysa sa on the spot feedback

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Give - kapag medyo kalma na, lalo na yung growth feedback. Kung praise immediate as much as possible.

Receive - kung natural time, anytime naman since nasa culture natin

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team huddes, L-circle huddles, project huddles, project RTBs

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Did my work impact our outputs? Did it impact our TOC?

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Nice is not always kind, and sometimes criticism can also be kind

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By being able to see progress and changes, documented over time

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By being able to see progress and changes, documented over time

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Having consistent “measures” or at least concepts

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Having consistent “measures” or at least concepts

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As ED for example, I always look at myself in 3 ways:
Design leadership, people leadership, thought leadership

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I need the context (person, time) and the impact on the person

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In the same place as everyone else’s feedback

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In the same place as everyone else’s feedback

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Mahirap pag si X may slides, si Y may Airtable….

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Why I like strengths shower so much is because it’s part of a monthly habit! Habang Wala pa yung peer feedback practices natin meron na tayong ad hoc practice which can ensure everyone gets feedback monthly

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I am the type which can give flexible feedback: you need positives? Gotchu. You need criticisms? Gotchu. -G

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Yung strengths shower, it happens regularly (monthly which helps me "track" and "sense" how I am as a teammate, LXD  - Chess

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Responsibly and responsively -  based on what the person needs

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Responsibly and responsively -  based on what the person needs

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I say responsibly 'cause there's an art to giving and receiving feedback. Kapag may feedbacking session, I ask, what kind of feedback do you need/would be helpful? - Chess

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Nanotice ko, when I give praise, usually mas mabilis. I give it immediately (e.g. ganda ng facilitation of a huddle, i messsage the LXD right away).

Kapag constructive and critical feedback naman, I usually check with the person also, if it's a good time to receive feedback. If yes, I give it. If not, I write it down muna, and ask when would be the ideal time to give it.

On receiving naman: If the situation calls for immediate improvement, ASAP sana yung feedback (e.g. kapag ongoing yung project)

Chess

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I think we have enough systems for peer feedback. I am curious to see how we can synchronize these systems, how they might talk to each other, complement and supplement each other. 

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I think we have enough systems for peer feedback. I am curious to see how we can synchronize these systems, how they might talk to each other, complement and supplement each other. 

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I think we have enough systems for peer feedback.  Meron tayong regular SABON, regular coaching, project RTBs, peer feedback in projects, strengths shower sa Huddulo.

As LXD, pinakanagagamit ko itong peer feedback during SABON, kasi we are intentional during sabon e, we take a look at peer feedback sa part ng "Situation." SABON, however, happens twice a year.

What if we try it out sa other "rocks" na mas frequent like Coaching? Peer feedback can also be a good data source and discussion point during coaching sessions. Chess

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Have you noticed how we usually run out of time for peer feedback during Project Closing?

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Have you noticed how we usually run out of time for peer feedback during Project Closing?

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Thorn ito sa akin. Kasi we say peer feedback is important and we value it for LXD growth. Pero madalas, hindi natin siya nagagawa within a project's life cycle. Nagiging afterthought na siya. Minsan we're able to do it, minsan hindi na.

What if, after project closing, there's another huddle, logged under LARO na siguro, tas dedicated for peer feedback. I remember na sa ilang projects, nagagawa ito nung pre-pandemic pa (sa PRISM ko pinaka naaalala heheeh) Chess

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LXD Portfolio/Diary na monthly, leading up to December Habi Week

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LXD Portfolio/Diary na monthly, leading up to December Habi Week

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Every Habi week sa December, we've been having the practice of creating a LXD portfolio, highlighting our best work for the year.

What if we encourage everyone to visit/add to their portfolio on a monthly basis? I can see the LXD diary working pero maybe not in a document version? Something more visual, dynamic, engaging and human. Chess

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I've been intentionally using and referring to the LXD Rubric to guide my growth as a LXD, para directed and guided.

I am all for agency in setting growth aims and goals but I do remind myself na this is all  happening in the context of work at may specific knowledge, skills, and attitudes which supports our LXD work.

Chess