hello everyone on this wonderful thing we call YouTube welcome to a new edition of our channel or a new a new series that we're trying we're gonna call this the Brittany show probably not I don't think they'll get I'll get the sign-off for that one but anyway the deal is we're gonna talk about some cool topics with a special guest who's not here yet so I'd like you please to welcome penny to the show penny come on [Applause] so hey maybe so much for joining us on our YouTube channel yeah you know this is very
exciting penny is actually relatively new to AJ and smart when did you start five weeks ago really being the best five weeks no problem it does feel like Penny's been here for a lot longer in all the right ways I yeah yeah we all have that problem or if you have us do anyways okay so I'm just gonna jump right into our little topic that we're going to discuss between the pineapple little weird there's pineapple that we're gonna just roll with it so here's the thing penny and I are having a little chat over lunch
the other day we were talking about like work culture you know and like relationships within an office dynamic and Penny happened to drop the bomb that she gives the best feedback ever you totally walk it's totally fine really so basically what I wanted to do is depend me about this process because I am very curious about giving very good constructive feedback okay so here's the thing so also something that you guys probably know about us and if you don't now you will except we at age eight smart we do a lot of design sprints that's
kind of our jam that's what we do on a weekly basis and the whole idea around the design spread is really this like quick feedback loop right yeah so it's kind of a cool thing that we would be talking about this but then we're kind of doing it in a more like internal relationship based way and so I'm really excited to learn and penny has a super structured process to to teach us how to give some great feedback so essentially it's called this situation behavior feedback model what a name actually means in a commune we
have to be a boring I couldn't yeah essentially like what these model tries to do is just give a real structure to these conversations so that you're not getting really personal about something that can be quite emotional and which is like giving giving people feedback basically like what we're talking about here is like a one-on-one feedback session exact was like whether it be like a colleague or a manager or whatever get now okay I'm gonna sure we're all on the same page yeah exactly okay so let's let's go through like an example of how that
would like really look so practically speaking let's say freaking and I were in a meeting yesterday and she interrupted me and I hated it I do that all the time just like that see what I mean so I would say hey Brittany I remember in the meeting yesterday I felt like you kept interrupting me and the impact of that was that I wasn't able to get my point across to the team and they thought my ideas were kind of buried and it's really important to sort of take a little bit of time to compose yourself
because often people you get really emotional and really like angry about something but what we're really trying to achieve is this sort of idea that everybody is able to give feedback when it's necessary so take a little bit of time but not too much what's like the what would you say is like a good amount of time because I know for myself if I we were talking about letting things like fester and I can do that sometimes you know like if I don't say done I can think about it for days and I'm just like
yeah absolutely yeah and I think that sort of emotional response does build if you leave it for too long okay I'm a huge fan of giving we favor and this is you know what they say you should do as well so they immediately if possible but within 24 hours this ideal that's really interesting because I find a hole like in our like we're a small agency we're 20 people right but I mean maybe because of that were busier and we're moving at a faster pace and everything's happening so quickly that is actually really difficult to
like carve out these times to be like ok I wanna give some actual feedback yeah you know so I think it's like really important and and with this structure like with this very specific process I think that is so helpful powerful yeah and that's the other thing like if you have a good culture of positive feedback as well then the negative feedback might not hurt so much for some people so a nice example is saying Britney when you help me do this video the other day it really helped me to finish up my other work
more quickly and that was awesome yeah so it's about making sure that you're doing both ends of the spectrum and making sure that you're really speaking to people even like the good stuff they do as well yeah see that's really interesting cuz I didn't think about that at all Michael never really would like only in negative situations will I use this what what advice would you give it to give to someone trying out this system and they're scared I think that's a very valid feeling you're very maybe you've done this that's a great question um
I have no fear of confrontation so it's really hard for me name precise with that but generally well I do yeah so I think you just have to think of it like if you want to be happy at work then your colleagues need to know how to make that happen and whether it's sort of a behavioral issue or more organizational issue then it's really important that people know what your expectations are what is going to help you to make progress as an individual and your team to make progress as well the thing I love about
this process is that I have used it many times in the past I just open up my my notes on my computer and I write down the situation I write down the behavior and I write down the impact and I just feel like it unmodeled me it's like putting it on paper and planning it out it takes the fear away from method of confrontation yeah which can be really scary for some people I really want to try this and I'm really excited about it so I'm wondering like I don't want to do it wrong so
what should I like are there really things that it's like definitely don't do this while giving feedback because I'll probably already doing that whatever the thing is to avoid I'll definitely be doing it so please tell me number one all right okay so yes absolutely I'm a big believer that you should never use like language that your parents would use so don't say things like I'm disappointed or I expected better of you like these kind of fun these kind of words kind of implied that you have an emotional investment in this particular person and that's
not what you want like you don't want to make this overly personal what you're trying to do is help this person to push a little bit further forward professionally and also like your expectations don't really have anything to do with anything relevant information the other thing is I guess just generally keep keep very focused so the great thing about this situation benefit impact model which is just so catchy is that it really structures the feedback around one or two particular incidents and it keeps it really focused on specific examples as opposed to oh I think
you're always late or I think you always do this and I remember one time like you want to make sure that you're focusing on a specific example as opposed to throwing out you know hundreds of different things you don't like about a breaker yeah yeah okay yeah I'm feeling pretty good about this so thank you so much penny reducing us to this wonderful system we'd love to and just on it as a closer from the owl our our video together with penny I would like to say thank you to the YouTube people for watching also
if you like this video please give it a like it's like really I know it sounds desperate but we just love it so much that spring we're a little desperate it's dude yeah and subscribe if you haven't already and let us know what you think of this kind of style of video like whether or not you'd like to see more on like our company culture and how our agency kind of works internally will definitely deliver that if you're interested and let me I would love to hear like the best feedback that you ever got as
a as a professional let's keep it professional I don't know I just you know keep things yeah just our key professional that's what I want to say and I thank you so much okay bye [Music] [Music]
