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Answers to the following questions have proven to be the most helpful:
- What were your favorite aspects of Dreamtime?
Please DO send us your feedback – we read all feedback and highly value feedback and are always striving to do better!
Please DO share your feedback in a respectful and CONSTRUCTIVE manner – one that focuses on what we can do better, how we can improve. Including what you saw that didnt work is only helpful if it is respectful and focuses on solutions - and most helpful when you are willing to be part of the solution.
Please DO share your feedback directly and privately (and let us know if you are comfortable with us sharing it publicly) – through this online feedback form.
Why privately? Please see the Dreamtime core value of “Direct and forthright communication” outlined in the Dreamtime Manifesto: To communicate directly and forthrightly that gets to the heart of things. To take responsibility for our communication and for ensuring the clarity of our communication. The The counter values are tri-angling, gossip, assuming, indirect or un-clear communication.
Please DONT include with your feedback: personal attacks, name calling, mind reading, judgments, assumptions, nasty rumors, or criticism coupled with promotion for your project.
Please DO send us your questions – if you have heard a rumor, are wondering whats up or want to know more, keep an open mind and ask the source directly.
Please DO contact us right away if you want to respectfully resolve a disagreement, misunderstanding, or problem.
Or, via snail mail: Dreamtime,
38270 Stucker Mesa Rd, Hotchkiss, CO
Feedback is one of the core values of Dreamtime. You can find the following in the Dreamtime manifesto online:
To take effective action on what we know, to receive feedback and refine our skills so that we become productive and efficient in our performances. We value continuous growth and learning founded on a commitment to self-awareness.
We are dedicated to to continually learning from our friends, family, colleagues, community, the world around us — and the collected knowledge and wisdom of our diverse cultures. We believe that in being open and receptive to gathering knowledge and wisdom from every experience we encounter along our journey, we will be better able to share our unique gifts and talents with the world.
Because this is such a core value, Dreamtime held a feedback training this past spring for interns and staff based on an internationally renowned model from one of the leading personal development organizations in the world:
It may be valuable to share here a brief outline of this feedback training:
Giving good, accurate, immediate useful and reflective feedback empowers and enables community members to learn new skills, abilities and supports our growth individually and as a community. The biggest threat to quality feedback is mind-reading, advice-giving and imposing our evaluations.
Quality Feedback is:
1)Rapport-based: Establish respectful rapport, affinity and connection.
Do you have rapport? Do not start until you do.
ASK PERMISSION BEFORE OFFERING FEEDBACK.
Are you and the person you are giving feedback to in resourceful mental/emotional states?
Is your intention set to assist and serve the recipients growth?
Is your feedback sensory based: “You have a nice way of quickly engaging and setting the frame of the exercise: it seemed, however, that you moved a little too fast…”
Do you have physical rapport? Are you matching them physically?
Do you have conceptual and belief based rapport? Have you matched beliefs, values, etc.?
Have you set a context of support that’s backed up by your non-verbal signals? (smile, open body language).
2)Outcome Relevant: Identify the Outcome of the Feedback
What is the outcome, design or objective of the recipient of the feedback?
Have you tied our feedback to the person’s outcome?
Ex: “In light of your desire to become more people-oriented as a manger, I noticed…”
3)Tentative: Offer feedback tentatively while seeking the person’s validation or lack of acceptance
5)Timely: Make the feedback timely.
Share your feedback when the action or experience was fresh (but after you have put yourself in to the proper state and positive attitude)
Ask permission before giving feedback to ensure this is an appropriate time
Choose a time when you and the recipient are in a positive and receptive state.
6)Person/Style Distinction: Elicit recipient of feedback to separate feedback from the Style of the feedback
Have you avoided labeling the recipient?
Have you invited your recipient to recognize self as more than the behavior?
Have you set the frame that distinguishes person from behavior and feedback?
Are you using neutral words? Have you eliminated any loaded words?
6)Helpful and Supportive: Invite the recipient to set the frame or reframe feedback as acceptable and values
Ex: ask “How is feedback valuable to you? What other values can you give to it?”
How has feedback been helpful to you in the past?
7)Sensory Specific: Give sensory-specific behavioral feedback: No Name Calling
Have you avoided personalizing by translating all feedback into specific behaviors?
Is your feedback completely see-hear-feel terms?
Ex: “It seems to me that your use of the term 'you guys' maybe didn’t apply to everybody in the room, such as the women.”
- International Society for Neuro-Semantics
Direct and forthright communication.
To communicate directly and forthrightly that gets to the heart of things. To take responsibility for our communication and for ensuring the clarity of our communication. The The counter values are tri-angling, gossip, assuming, indirect or un-clear communication.
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