Management - Quiz 2

What is debrief

A debrief is a structured team reflection that happens after a task, presentation, or project.

how does debriefing help teams

• Understand what worked well

• Identify what didn’t work

• Discuss opportunities for improvement

• Strengthen communication and trust

• Build a culture of continuous learning

What does a good debrief have

• Non‑judgmental

• Focused on behaviors, not personalities

• Future‑oriented (what can we do better next time?)

Feedback sandwich

“STRENGTHS → ADDRESS PROBLEMS → SUGGESTIONS → END WITH POSITIVE FEEDBACK.”

• This method is used to deliver constructive feedback in a way that feels safe, balanced, and motivating.

Structure of Feedback sandwich

1. Positive Opening

   • Highlight strengths or effort

   • Builds trust and reduces defensiveness

2. Constructive Middle

   • Address the issue clearly

   • Focus on behavior, not character

   • Avoid vague statements

3. Positive Close

   • Reinforce confidence

   • Encourage improvement

   • Show support

Why the feedback sandwich works

• Helps the receiver stay open

• Encourages growth instead of shame

• Maintains team morale

SBI feedback model

“Describe the situation… Describe the observable behavior… Describe the results of the observed behavior.”

Letters of SBI meaning

S — Situation

• Describe when and where the behavior occurred.

  • “This morning at the 11am team meeting…”

B — Behavior

• Describe exactly what the person did.

  • “You interrupted Jennifer while she was explaining the budget…”

I — Impact

• Explain the effect of the behavior.

  • “It broke her train of thought and slowed the meeting down.”

Why SBI is effective

• Removes assumptions

• Keeps feedback factual

• Helps the receiver understand the real consequences

• Reduces emotional reactions

Internal Locus of Control

• Believe outcomes come from their own actions

• More proactive

• Higher motivation

• Better job performance

• More leadership potential

External Locus

• Believe outcomes are controlled by luck, fate, or others

• More stress

• Less initiative

• More likely to avoid responsibility

Immediate Gratification

• Wants rewards now

• Impulsive decision‑making

• Lower ethical standards

• Short‑term focus

Delayed Gratification

• Willing to wait for a bigger reward

• Higher ethical standards

• Better long‑term success

• Stronger self‑control

 Machiavellianism

“Manipulation, dishonesty, cynicism… ‘The ends justify the means.’”

Traits of high‑Mach individuals:

• Strategic and calculating

• Low trust in others

• Competitive

• Will manipulate to win

• Often successful in politics or negotiation

• Poor team players

Traits of Low‑Mach individuals:

• More honest

• Cooperative

• Value fairness

Five big personality traits

• Openness

• Conscientiousness

• Extraversion

• Agreeableness

• Neuroticism

Openness

• Curious, imaginative, creative

• High openness → innovation

• Low openness → prefers routine

Conscientiousness

• Organized, dependable, disciplined

• Strong predictor of job performance

Extraversion

• Outgoing, energetic, sociable

• Thrive in social or leadership roles

Agreeableness

• Kind, cooperative, trusting

• High agreeableness → good teamwork

Neuroticism

• Anxiety, moodiness, emotional instability

• High neuroticism → more stress

Mental health

“A state of well‑being where a person can cope with the normal stresses of life.”

affects of mental health

• Productivity

• Relationships

• Decision‑making

• Physical health

Mental health warning signs

• Eating or sleeping too much

• Mood swings

• Feeling helpless or hopeless

• Pulling away from friends

• Confusion or forgetfulness

• Anger or irritability

• Hearing voices

• Harmful thoughts

• Aches and pains

• No motivation for daily tasks

Positive mental health

Allows people to:

• Realize their potential

• Cope with stress

• Work productively

• Contribute to community

How to maintain

• Seek professional help

• Build social connections

• Stay positive

• Exercise

• Help others

• Sleep well

• Develop coping skills

Mental Health in the workplace

• Boosts creativity

• Improves communication

• Enhances efficiency

• Reduces turnover

• Creates a healthier culture

Emotional Intelligence

“The ability to be aware of, control, and express one’s emotions… empathetically.”

• EI is a major predictor of leadership success.

Self awareness

• Recognizing your emotions

• Understanding your triggers

• Knowing your strengths and weaknesses

Other awareness

• Recognizing emotions in others

• Empathy

• Reading body language and tone

Emotional regulation

• Managing emotional reactions

• Staying calm under pressure

• Recovering quickly from negative emotions

Surface-level Diversity

“Overt differences… related to physical features.”

Examples of surface-level diversity

• Race

• Gender

• Age

• Physical appearance

Deep-level Diversity

“Differences in underlying attitudes, beliefs, and values.”

• Deep‑level diversity becomes more important over time as teams interact.

Examples of deep-level diversity

• Personality

• Values

• Beliefs

• Attitudes

Reactive Change

“Put out small fires!”

• Responding after problems occur

• Crisis management

• Short‑term fixes

Proactive Change

“Anticipate and plan… Fine‑tune… Guided evolution.”

• Preventing problems

• Planning ahead

• Improving existing processes

Types of Organizational Change

• Incremental

• Radical

Incremental Change

• Small, continuous improvements

• Tweaking existing systems

• Low risk

Radical Change

• Major transformation

• New systems, new assumptions

• High risk, high reward

• Example: COVID‑19 disruptions

Employees Reaction to Change

1. Resistance

   1. Fighting the change

   2. Fear, anger, denial

2. Compliance

• Going along with the change

• No emotional support

• “I’ll do it, but I don’t like it.”

3. Commitment

• Supporting the change

• Helping implement it

• High engagement

The change curve

• model explains emotional reactions during change.

  • Status Quo – comfort zone

  • Disruption – shock, denial, frustration

  • Exploration – trying new behaviors

  • Rebuilding – acceptance, growth, confidence