Am I legit?
My old approach
+
Amazing book
=
My new approach
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Topics
• aren't we self-starters? what roles should feedback play?
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Topics
• aren't we self-starters? what roles should feedback play?
• what limits the effectiveness of feedback?
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Topics
• aren't we self-starters? what roles should feedback play?
• what limits the effectiveness of feedback?
• getting better at giving and guiding feedback.
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What roles should feedback play?
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• Is my work any good?
• Is hard work noticed?
• Am I appreciated?
• Am I liked?
Validation
Appreciation
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• How can I improve?
• What are my blind
spots?
• What should I aim
for?
Guidance
Coaching
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• Where do I stand
(absolutely)?
• Where do I stand
(relatively)?
• How am I perceived?
Context
Evaluation
Example
Bill gets Appreciation.
Bill doesn't get Coaching or Evaluation.
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Example
Bill gets Appreciation.
Bill doesn't get Coaching or Evaluation.
Bill feels lost and stagnant even though he knows
he is valued.
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Example
Bill gets Appreciation.
Bill doesn't get Coaching or Evaluation.
Bill feels lost and stagnant even though he knows
he is valued.
Don't be like Bill.
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Labels
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"Be more
confident"
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"Be more
confident"
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"Be more
confident"
"Be open
about what you
don't know"
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"Be more
confident"
"Bullshit
more"
"Be open
about what you
don't know"
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– Stephen R. Covey, author of "The 7 Habits of Highly Effective People"
“Most people do not listen with the intent
to understand; they listen with the intent
to reply.”
Wrong-spotting
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– Stuart T. Kent, author of this talk
Wrong-spotting
“Most people do not listen to feedback
with the intent to understand; they listen
with the intent to justify.”
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Example
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Example
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Leveling Up
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Leveling Up (As Giver)
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Appreciate often
(even for the everyday)
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Suggestion
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Suggestion
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Suggestion
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Suggestion
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Suggestion
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Coach details as you go
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Suggestion
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Suggestion
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Leveling Up (As Recipient)
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Growth-based identity
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Suggestions
• Target becoming an expert learner, not an expert do-er.
• Seek a broader understanding of context ("why?").
• Ask questions about process as well as content ("how did
you know to do that?").
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Ask for what you need
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Suggestions (Appreciation)
• Make sure you are expressing your own appreciation
(daily, at project retros, etc.).
• Bubble up accomplishments, including your own, via
your Small Council representative.
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Suggestions (Coaching)
• Ask questions constantly. "Always be chipping."
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Suggestions (Evaluation)
• (Re)read the manual section on Labs career progression.
• Use 1-1s to ask for evaluation and high-level coaching.
(“How would you summarize my accomplishments and
progress in the past 6 months?”)
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Leveling Up (Together)
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Break labels down ("be specific")
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"Be more
confident"
"Bullshit
more"
"Be open
about what you
don't know"
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Clarify data, impact, and advice
Data Label Advice
Interpretation
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Suggestions (giver)
Proactively and factually describe:
1. the data (what actually occurred);
2. your interpretation (the impacts you observed);
3. specific, actionable suggestions.
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Suggestions (giver)
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Suggestions (recipient)
1. Seek an understanding of how and why the giver's
data and interpretation differ from your own.
2. Avoid 'justifying' critical feedback right away.
3. Don't let advice be muddied by labels.
4. Appreciate!