Get Out Of Your Own Way Ch: 26

Study Notes

Negative feedback is better than none, as it shows that one's actions are making a difference.
Performance reviews are often uncomfortable for both the giver and receiver, with the giver afraid to criticize and the receiver afraid of criticism.
"Constructive criticism" can be a scam, making the receiver feel beaten up under the guise of improvement.
People may panic in the face of performance reviews, especially if they know they haven't done well, due to fear of criticism instilled in childhood.
Criticism can be a loud, overriding message that obliterates all others, making children of critical parents have brittle self-images.

The goal of feedback should be to provide employees with the chance to be more effective in the future, not to hurt or punish.
To neutralize fear, both parties should focus on the future and how to improve.
Employees can be proactive in assessing themselves, developing realistic goals, creating a support system, and rewarding themselves for achievements.

Select stakeholders who have a stake in your improvement.
Ask them what observable behaviors you could improve to increase their respect and ease of working with you.
Listen without becoming defensive and ask for clarification.
Reiterate the desired change and confirm that making the change will improve working together.

Negative feedback is better than none, as it shows that one's actions are making a difference.
Performance reviews are often uncomfortable for both the giver and receiver, with the giver afraid to criticize and the receiver afraid of criticism.
"Constructive criticism" can be a scam, making the receiver feel beaten up under the guise of improvement.
People may panic in the face of performance reviews, especially if they know they haven't done well, due to fear of criticism instilled in childhood.
Criticism can be a loud, overriding message that obliterates all others, making children of critical parents have brittle self-images.

The goal of feedback should be to provide employees with the chance to be more effective in the future, not to hurt or punish.
To neutralize fear, both parties should focus on the future and how to improve.
Employees can be proactive in assessing themselves, developing realistic goals, creating a support system, and rewarding themselves for achievements.

Select stakeholders who have a stake in your improvement.
Ask them what observable behaviors you could improve to increase their respect and ease of working with you.
Listen without becoming defensive and ask for clarification.
Reiterate the desired change and confirm that making the change will improve working together.