We do something in some learning programs with our leaders where we’ll put them in a fast-paced exercise and ask them to give feedback to each other, spur of the moment, based on the experience they’ve had together during the day that they’ve been together. I actually named it “speed-back” instead of “feedback.”
We have people sit in chairs and they’re knee to knee. Then we start the speed-back and say, “You have three minutes to answer the question, ‘How have you experienced me during this learning program?’ ” Then the bell rings and the person giving feedback hears how the other perceived them. Many people say it’s some of the best feedback they’d ever received. We’ve experimented with different questions, like, “What advice would you give me based on the experience that you’ve had with me here?”
Via http://e.businessinsider.com/50c6e3d2e4bbddbbd6c7d9bdtmph.g2k/UQBOn8QcpzDyNu_xBf07e

We do something in some learning programs with our leaders where we’ll put them in a fast-paced exercise and ask them to give feedback to each other, spur of the moment, based on the experience they’ve had together during the day that they’ve been together. I actually named it “speed-back” instead of “feedback.”
We have people sit in chairs and they’re knee to knee. Then we start the speed-back and say, “You have three minutes to answer the question, ‘How have you experienced me during this learning program?’ ” Then the bell rings and the person giving feedback hears how the other perceived them. Many people say it’s some of the best feedback they’d ever received. We’ve experimented with different questions, like, “What advice would you give me based on the experience that you’ve had with me here?”
Via http://e.businessinsider.com/50c6e3d2e4bbddbbd6c7d9bdtmph.g2k/UQBOn8QcpzDyNu_xBf07e