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Dr Lise Lewis

Focus on feedback: introduction to the PPR© Relational Framework

Theme: Approach/School/Theory
Area: Related Fields
Type: Research (with examples of how it has been applied in practice)

Session on Thursday, Jun 15th, 13:50
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Session

The value of feedback in people development is widely referenced and when delivered well can be an enriching experience. The reality is that many of us are reluctant to offer feedback especially when we believe it will not be well received and as receivers of feedback we may be anxious about what we may hear. Inviting people to share their views often attracts stories of negative experiences when feedback has been given without consideration for the emotional impact. Those giving feedback perceived as not being well received will share concerns about damaging relationships and the resultant impact on future working.

The default position is that feedback is often avoided when labelled as ‘criticism’ with participants resorting to giving only favourable comments. The result can be that feedback is diluted which ultimately leads to disenchantment and reluctance to engage in what are perceived as sterile discussions. There is also a presenting ethical dilemma when employees seen as underperforming believe their contribution at work is acceptable in the absence of having information to the contrary. Attempts to remedy this situation and support the process of feedback are often channelled through the use of tools and techniques including psychometrics and, for example, offering a ratio of positive: negative comments. These generally focus on the method of providing feedback with little, if any, attention drawn to consideration for the recipient.

The importance of the relationship is gaining prominence in more recent coaching text through adapting good practice from counselling. This is reinforced by competences created by professional bodies for coaching/mentoring practice. To support this developing emphasis on relationship the PPR Relational Framework© created offers guidance on a ‘way of being’. Activities are recommended in this framework for creating a receptive environment at different stages within the coaching and performance management conversations. The anticipation is that engaging in feedback from a relational perspective will diminish the current conjecture about feedback discussions and promote more positive engagement.
This session gives you the opportunity to explore and apply in practice one of the themes from the PPR Relational Framework© created as part of a doctoral research study into Feedback.

Bio

Dr Lise Lewis is an Executive Coach and Coach Supervisor. She founded Bluesky International in 2000 following a rewarding career in HR to progress her main interest of helping people to achieve their personal and professional ambitions through coaching/mentoring. She proudly supports the quality standards of the EMCC as a designer, international provider and trainer of EMCC accredited programmes in coaching/mentoring and in coach supervision skills.

Lise is also an EMCC accredited coach at Master Practitioner level, has a MBA, is a Chartered Fellow of CIPD and completed a Professional Doctorate in Executive Coaching with Middlesex University in 2014. Her research topic grew from observing the importance of feedback and a wish to improve the experience of this activity.

She has been President of EMCC International since 2011 and was re-elected in June 2014 for a further 3 years. Her ambition in this role is to promote the EMCC with its vision of ‘being the go-to-body for mentoring and coaching’. This includes supporting the creation of a body of knowledge through research that will inform professional practice