Radical Candor Podcast的动态

It is so important to be open to giving and receiving constructive feedback, but that doesn't make it easier. I love that he compares it to a Netflix binge. Be wide-eyed (without looking awkward) and actively listen. We can't pause real life, so be engaged. LISTEN to what people are telling you. When we receive feedback, we are given the opportunity to grow and develop areas that can always get stronger. We can enhance and build upon the strengths we already demonstrate. Giving feedback can be hard for people. Not knowing how it will be received can create anxiety. Give the person time to process and hold a second conversation, if needed. I like to process & respond after the initial conversation when a situation allows for it. I can then make sure I'm coming from a logical, business goal place, when reacting. This is why creating a speak up & listen up culture is so important. That creates a safety net for us to be authentic and honest with our coworkers. Speaking up only helps if someone is willing to listen up as well.

Who knew The Bachelor could teach us about workplace feedback? ?? Turns out, Kelsey's 'we need to talk' note wasn't exactly a winner with Joey. But fear not! we have the perfect solution to avoid sending your colleagues or partners into a panic spiral. It's all about the 'micro-yes' approach! So, next time you're dishing out feedback, give 'em a heads up on the topic. No more guessing games, just smoother conversations... and maybe even a rose ??. #feedbackskills #LifeLessonsFromRealityTV

The Bachelor just taught us a valuable lesson on Feedback. Well rather, how not to do it. For those who watched last night (no major spoilers ahead in case you missed it) the contestant Kelsey ended the episode by leaving our bachelor Joey a note that just said “we need to talk.” Immediately this sets off every alarm bell in Joey’s mind and he quickly goes down a negative thought spiral (why is this happening? What is this about? I’m so done with this). We have all gotten the “we need to talk” or the “can we chat?” message from a colleague, boss, friend or partner and even if it’s for something good there is still that moment of “uh oh what’s this going to be about?” So Kelsey, and anyone else who wants to not cause this panic in the receiver of their feedback, let me offer a simple but powerful solution, from LifeLabs Learning. Open your feedback with a “micro-yes” where you name the specific thing you want to discuss. Like “hey can I give you some feedback on yesterday’s call?” Or “hey can we chat about some concerns I have in our relationship?” (Bachelor specific maybe). While this still may cause some alarm, at least now it is concentrated to that specific topic (which is also why ideally its right before you give the feedback so that person doesn't have hours to stew on it). While it still is not always easy to deliver difficult feedback, by at least letting the person understand the topic it helps to put them in a more receptive place since now they can start to process and think on the specific topic, not just let their brain run wild on the blank canvas of “we need to talk.” TL:DR- you may have just learned I watch the Bachelor, and instead of just saying “let’s talk” when it comes to feedback give people a micro-yes where you let them know the topic you want to discuss. #feedback #learninganddevelopment

If you work in events, you're likely familiar with the sense of heartache that accompanies when you need to review of feedback forms following an event you've dedicated months or even years to planning... You might even find yourself avoiding feedback immediately after an event, waiting weeks until it has concluded, to shield yourself from potential disheartenment. Today, I wanted to share a video with you to help you in embracing feedback for your personal and professional growth. Recognising the value of feedback allows us to cultivate a more open and receptive attitude ?? I hope you enjoy this video in my new weekly #Profeshonali video series. As always, I'd love to hear your thoughts on giving, receiving, or handling feedback, particularly in the context of events. #GrowthMindset #FeedbackRevolution #EventPlanning #FeedbackFriday #ProfeshonaliSeries #ProfessionalGrowth #FeedbackEmpowerment #EventFeedback #FeedbackMindset #CareerDevelopment #EventProfs #LearnAndGrow

"Why is it when we give feedback we so often feel right, yet when we receive feedback it so often feels wrong?"?? This is a quote from the book 'Thanks for the Feedback The Science & Art of Receiving Feedback Well' by Douglas Stone and Sheila Heen The authors identified three triggers that prevent us from receiving feedback well. These are: ?? Relationship: the person giving the feedback is someone who you feel doesn't have the credibility to give it. You have a strained relationship and trust is low, so you can't accept the feedback from this particular individual. ?? Truth: you do not accept that the feedback is true, you have an alternative perspective or recollection of what happened, so you feel wronged. ?? Identity: the feedback puts into question something about ourselves that we thought was true or something we value. This leads to confusion and a struggle to accept the feedback. Being aware that these triggers exist is a good first step, and reflecting on those triggers that you experience is a good next step. So, think back to a time when you received feedback and you found it difficult to accept and got very frustrated and annoyed by it. ?? What triggers were activated for you in this situation? ?? If you were to have that conversation again, what might you have done differently? ?? Is there anything about the feedback you received that was positive and could help you develop in some way? ?? Often we hear the phrase "feedback is a gift" BUT it depends on how it's wrapped, what's inside and who is giving you the "gift!" ?? Hey, I'm Lisa, a communication skills specialist and podcast host based in sunny Singapore ???? - whether online, in-person, or during a nature walk. ?? Enjoyed this post? Want more? ?? Connect with me, ?? follow my profile, and ?? stay tuned with SIXCOMMS for all the latest updates! #CommunicationSkills #WorkshopFacilitation #Feedback #FeedbackMatters #Facilitation

Anwesha, you are too soft for this role -Umm..what makes you say so? You're emotional you said -Yes but, I'm also very good at this. I've done this before But you might not be able to cope. You're very soft (A 2021 interview) It's not too early in the morning And while I'm still trying to make sense of my being I tune in to Adam Grant's podcast- Worklife ?? (Yes right. On a Sunday morning) It's a discussion with Mellody Hobson 'Are you okay with getting tough feedback?' Feedback is not a right, she says. It's a gift ?? Feedback can come from any person in the organization ??♀? Not necessarily your manager Be ready for it Focus on what is being repeatedly said ?? 'Do I need to change something about the way I'm working?' Leaders have different styles of delivering feedback Because they have different personalities Some will be brutally honest Others will be honest, without being brutal If we are only focusing on the delivery of feedback We might get distracted from the main objective The feedback itself ? It's okay to park a feedback that comes from a place of insecurity Focus on the feedback that is given because someone cares About the work, about you ?? #worklife #feedback #personality #thoughts #sundaymusings

I love improv. It makes me laugh, squirm uncomfortably, and stay curious. The interplay between the actors fascinates me – how they play off one another instantly, taking the baton and running with it (even if in a different direction!). How do they accomplish that? Are they naturally funny quick-thinkers, born to be on the stage in awkward, unknown situations? Or can improv skills be learned? What ARE those most critical skills? Imagine if improv actors listened to one another the same way you and I listened in our last marginally-relevant meeting. Or, what if they attended to one another the way that someone reacts to their friend telling a looooooong, drawn-out story. For the 7th time. What impact would that have on the other actors, or the audience experience? What about the impact to the relationship with your friend? As a leader, it’s imperative that we move beyond the “active listening” techniques we were taught eons ago. Shaking our heads and robotically repeating back what the other person said only go so far. Listening with improv ears and a willingness to learn – hearing, understanding, acknowledging what was said and left unsaid, validating the person’s experience (even when we don’t agree!), being able to grab the baton and take the next “right” action – will have immediate impact on the people and the business. Week 12’s leadership self-assessment goes beyond rote listening actions and considers our impact on others based on our ability to listen deeply and attentively. --how effective is my listening, REALLY? --what techniques do I use, and how well do I use them, to determine the impact of my listening? Want to further explore how to assess and potentially adjust your listening-related impact? Message me - I’m here to partner with you! ?????????? Join me in this One in Sixty Leadership Navigation Refinement series, a 10-20 min/week leadership introspection. One topic, 2 self-reflection questions, each Tuesday, for one year. Journal your thoughts privately… share perspective in the comments… contact me to discuss directly. The “One in Sixty” rule reminds us that one small decision or action can take us far off course in our personal and leadership journey. Let’s partner to stay focused and navigate to our own inspirational lighthouse! https://wavespotential.com #listentolearn #listeningisawillingnesstochange #improvskills #leadership #oneinsixty #selfawareness #personalgrowth #inspirationalleadership #leadershipcoach #executivecoach #transitioncoach #grandrapidscoach #cincinnaticoach #wavessolutionsllc #createripplesmakewaves

Which would you prefer to hear from a colleague? Option A: “I have some feedback for you…” Option B: “There was a moment in this week’s meeting where I think we missed each other—do you have time to chat about it?” In this article, Jennifer Ouyang Altman shows how labeling conversations as “feedback” raises the stakes and shifts the tone. By de-categorizing it, you create space for real dialogue and connection. #FeedbackConversations #LearningConversations #Connection

A great agile coach sharing some tips on how to give feedback. Worth a read!

Your boss needs feedback, too. But how you deliver it while navigating the power dynamic can be tricky. Fast Company deputy editor Kathleen Davis says to approach the conversation as "a problem you need help solving." Don't deliver straight criticism. If they have an overbearing tendency, mention you've noticed the behavior and ask if you can provide information differently so they give you space. Frame it as saving time, Davis says. She also recommends explaining to your boss how their actions make you feel, while assuming good intentions. Read more: https://lnkd.in/efV47PsY Summary ?: Todd Dybas