Спасибо за отзыв: Наука и искусство правильного восприятия отзывов

If you receive feedback that you are 'meeting expectations' but you feel you've worked exceptionally hard, it's important to communicate this to your manager.

Start by thanking them for their feedback. Then, express your feelings in a professional manner. You might say something like, 'I appreciate your feedback. I've been putting in a lot of effort and was hoping it would be recognized as exceeding expectations. Could we discuss this further?'

Ask for specific examples of where you met expectations and where you could improve. This will help you understand their perspective and identify areas for growth.

Remember, feedback is a tool for improvement, not a personal critique. Use it to guide your future efforts and continue striving for excellence.

The resource "Thanks for the Feedback: The Science and Art of Receiving Feedback Well" has significantly influenced corporate strategies and business models by emphasizing the importance of effective feedback mechanisms. It has led to the realization that feedback, when delivered and received well, can catalyze change and improve performance in the workplace. This has prompted many organizations to reevaluate their feedback systems and invest in training their employees on how to give and receive feedback effectively. The concepts such as feedback triggers and the importance of non-verbal cues in feedback delivery have also been incorporated into many corporate strategies for performance management.

The theories presented in "Thanks for the Feedback: The Science and Art of Receiving Feedback Well" challenge existing paradigms in the field of employee reviews by shifting the focus from the giver of the feedback to the receiver. Traditional practices often emphasize the role of the reviewer in delivering effective feedback. However, this book suggests that the key to effective feedback lies in how it is received and processed by the employee. It introduces concepts such as feedback triggers and the importance of non-verbal cues, providing a fresh perspective on how to make feedback sessions more productive and beneficial for both parties.

While the book does not provide specific examples of companies, many successful organizations implement the feedback strategies discussed. For instance, Google is known for its robust feedback culture, including peer reviews and regular employee surveys. Microsoft also shifted from a ranking system to a more feedback-oriented approach, focusing on growth and development. These companies exemplify the use of appreciation, coaching, and evaluation feedback types.

The feedback strategies from the book can be applied in a startup environment in several ways. Firstly, managers can use the three types of feedback: appreciation, coaching, and evaluation. Appreciation can be used to motivate employees, coaching can be used to guide them towards better performance, and evaluation can be used to assess their performance. Secondly, the timing of feedback is crucial. Evaluation feedback should be given first, followed by coaching feedback after a few days. This is because evaluations can be psychologically striking, and any coaching given immediately after may not be effective. Lastly, feedback should be specific, authentic, and in a form valued by the recipient. This could be through public recognition, monetary compensation, private conversations, or promotions and titles.

The feedback theory presented in this book challenges existing paradigms or practices in the field of business communication by introducing a new approach to giving and receiving feedback. Traditional feedback models often focus on the giver, but this book emphasizes the importance of the receiver's perspective. It presents three different kinds of feedback: appreciation, coaching, and evaluation, and discusses the barriers that can block feedback. It also provides strategies for overcoming personal blind spots and increasing resilience when receiving feedback. This shifts the focus from simply delivering feedback to ensuring it is received and acted upon effectively, which can lead to more productive communication in a business setting.

A traditional sector company can apply the feedback approaches discussed in this book by first understanding the three types of feedback: appreciation, coaching, and evaluation. They can then implement a system where these types of feedback are given regularly and appropriately. For example, appreciation can be shown when an employee does something well, coaching can be used to guide employees towards better performance, and evaluation can be used to assess an employee's overall performance. The company can also work on increasing resiliency and positivity in their employees when receiving feedback, and encourage them to be open and non-defensive. This can be achieved through workshops or training sessions. Finally, the company can ensure that feedback is delivered in a way that is constructive and helpful, rather than threatening or demoralizing.

1. Understand the triggers: The book identifies three main types of triggers that can lead to negative reactions to feedback. Understanding these triggers can help managers avoid upsetting others when giving feedback and be more aware of their reactions when receiving feedback.

2. Create a safe environment: Managers should strive to create an environment where feedback is welcomed and not feared. This can be achieved by fostering a culture of open communication and mutual respect.

3. Be clear and specific: When giving feedback, managers should be clear and specific. Vague feedback can lead to confusion and misunderstanding.

4. Be receptive to feedback: Managers should also be open to receiving feedback from their team. This can help them improve their management style and build stronger relationships with their team.

The themes of 'Thanks for the Feedback: The Science and Art of Receiving Feedback Well' are highly relevant to contemporary issues in corporate communication and feedback. In today's corporate world, feedback is a crucial tool for personal and professional growth. However, giving and receiving feedback can often be challenging due to various triggers and emotional responses. The book provides insights into understanding these triggers and managing reactions, which is essential in the modern corporate environment where effective communication and feedback are key to success.

The book "Thanks for the Feedback: The Science and Art of Receiving Feedback Well" has significantly influenced corporate strategies for delivering and receiving feedback. It has emphasized the importance of understanding the feedback given, rather than outright denial or offense. This has led to a shift in corporate strategies where feedback is seen as a tool for growth and improvement rather than a form of criticism. Companies are now investing in training their employees to give and receive feedback effectively, focusing on clarity, understanding, and empathy. The book has also highlighted the need for deeper-level questions to ensure the feedback is understood correctly, which is now a common practice in many corporate feedback strategies.

To ask deeper-level questions and truly understand the feedback being given, you can start by asking for specific examples to illustrate the points being made. This can help clarify any vague or general statements. You can also ask for suggestions on how to improve or rectify the issues raised in the feedback. Additionally, you can ask how the issue impacts the person giving the feedback or the team as a whole. Lastly, you can ask what success would look like in their eyes, giving you a clear goal to aim for.

Relationship triggers" refer to situations where feedback is rejected due to the relationship with the person delivering it. This could be because of a low opinion of the person, suspicion of their motives, or a clash of personalities. Regardless of the reason, it's important not to let the relationship interfere with the value of the feedback. Even if there are issues in the relationship, the feedback could still provide valuable insights into your performance.

The ideas from the book 'Thanks for the Feedback' can be implemented in real-world scenarios in several ways. Firstly, it's important to understand that feedback is not just about the information given, but also about the relationship between the giver and receiver. If you find yourself rejecting feedback due to the person delivering it, try to separate the message from the messenger and focus on the core of the feedback. Secondly, don't let personal issues distract you from the insights that can be gained from feedback. Even if you don't like the person giving the feedback, they may still have valuable insights about your performance. Lastly, approach feedback with an open mind and a willingness to learn and improve.

The book 'Thanks for the Feedback: The Science and Art of Receiving Feedback Well' emphasizes the importance of adopting a growth mentality when receiving feedback. It suggests that feedback can often strike at the core of our self-perception, causing us to instinctively block it out. However, being open to such feedback, despite the vulnerability it invites, can lead to significant growth opportunities. The book encourages readers to prepare for this kind of feedback by reflecting on their personal resilience and understanding that feedback is not a judgment on their entire person. By adopting a growth mentality, individuals can shift their viewpoint on what they could be capable of.

The book 'Thanks for the Feedback: The Science and Art of Receiving Feedback Well' provides several key examples on how to effectively give and receive feedback. One of the main examples discussed is the importance of authenticity in feedback. The book suggests that feedback should be specific, genuine, and tailored to the individual. For instance, praising an employee's specific task that was helpful or eased your workload. The broader implication of this example is that authentic and specific feedback can lead to improved performance and job satisfaction. Another example is the consideration of the individual's personality in feedback delivery. The book suggests that feedback should be delivered in a manner that the receiver is comfortable with. This implies that understanding the individual's personality and preferences can lead to more effective communication and better relationships in the workplace.

The lessons from "Thanks for the Feedback: The Science and Art of Receiving Feedback Well" can be applied in today's business environment in several ways. Firstly, it emphasizes the importance of authenticity in feedback. This means that feedback should be genuine and specific to the individual's actions or behavior. Secondly, it highlights the need for considering the recipient's preferences when giving feedback. For instance, some people may prefer public recognition, while others may appreciate a private conversation. Lastly, it suggests that feedback should be constructive and aimed at helping the individual improve. This approach can foster a positive work environment and encourage continuous learning and development.

The principles of receiving feedback well, as outlined in the book, can be applied in today's business environment in several ways. Firstly, it's important to understand that feedback is a tool for improvement, not a personal attack. This mindset can help individuals to accept feedback more openly and use it constructively. Secondly, feedback should be seen as an opportunity for growth. When receiving feedback, individuals should focus on the message, not the messenger, and consider the feedback as a chance to learn and develop. Lastly, it's crucial to respond to feedback appropriately. This includes thanking the person for their feedback, reflecting on the points raised, and taking action where necessary.

Coaching feedback, as discussed in the book, is a type of input that is aimed at helping you improve. It often comes with greater responsibility or additional tasks, indicating that others trust you to take on more. The feedback is usually a good-natured attempt to help you meet those challenges. However, it's important to note that many people fail to deliver coaching feedback sensitively, which could lead the recipient to block it out. Despite this, it's crucial to remember that most people give feedback with the intention of helping you improve to meet expectations and demands.

The book "Thanks for the Feedback: The Science and Art of Receiving Feedback Well" challenges existing paradigms or practices in feedback delivery by emphasizing the importance of the receiver's role in the feedback process. Traditionally, the focus has been on how to give feedback effectively. However, this book shifts the focus to the receiver, arguing that the success of feedback largely depends on the receiver's ability to process and apply it. It also suggests that evaluative feedback should come before coaching, which is a departure from common practice. This approach helps to calm fears and assure employees of their standing, enabling them to better process and benefit from subsequent coaching feedback.

1. Separate evaluation from coaching: The book emphasizes the importance of separating evaluation from coaching. Evaluation helps to assure employees of their standing, while coaching is meant for improvement. Mixing the two can lead to confusion and distraction.

2. Address fears: Many employees fear evaluations. Managers should address these fears and assure employees that evaluations are meant to help them understand their standing and not to criticize them.

3. Avoid simultaneous feedback: The book advises against giving coaching and evaluation feedback simultaneously as it can overwhelm the employee and they may not fully process the feedback.

The book 'Thanks for the Feedback: The Science and Art of Receiving Feedback Well' challenges existing paradigms in the field of feedback delivery and reception by introducing a new perspective - that of the receiver. Traditionally, the focus has been on how to deliver feedback effectively. However, this book shifts the focus to the receiver and how they can better understand and use the feedback they receive. It introduces the concept of 'triggers' that can block us from receiving feedback effectively and provides strategies to manage these. It also categorizes feedback into three types, each with its own challenges and strategies for effective reception. This shift in focus and the introduction of new concepts challenge the existing practices and provide a more comprehensive approach to the feedback process.

Thanks for the Feedback: The Science and Art of Receiving Feedback Well" has significantly influenced corporate strategies for delivering and receiving feedback. The book provides insights into the types of feedback and triggers that can cause individuals to block out potentially useful information. This knowledge has been used by corporations to improve their feedback delivery methods and to enhance their employees' preparation and awareness when receiving feedback. The book also offers additional tactics that can be employed during the review cycle, which many corporations have adopted to ensure effective communication and continuous improvement.

Potential obstacles companies might face when applying the concepts of feedback handling from the book could include resistance to change, lack of understanding of the feedback process, and fear of negative feedback. To overcome these obstacles, companies could provide training and education about the importance and benefits of feedback, create a safe and supportive environment for giving and receiving feedback, and encourage open and honest communication. It's also important to ensure that feedback is constructive and actionable, and that it's delivered in a respectful and considerate manner.

The book "Thanks for the Feedback: The Science and Art of Receiving Feedback Well" has influenced corporate strategies and business models by emphasizing the importance of feedback in the workplace. It has encouraged organizations to create a culture of open communication where feedback is welcomed and valued. This has led to improved employee performance, increased job satisfaction, and a more inclusive work environment. The book has also highlighted the need for managers to be skilled in giving and receiving feedback, which has influenced training and development strategies in many businesses.

The theme of feedback is highly relevant to contemporary issues and debates in the workplace. It plays a crucial role in performance management, employee engagement, and organizational growth. In the context of ongoing debates about remote work, diversity and inclusion, and mental health, feedback can help address these issues by providing clear communication, setting expectations, and fostering a culture of continuous learning and improvement. It's also a tool for employees to voice their concerns, ideas, and suggestions, promoting a two-way communication channel.

One of the most innovative ideas presented in the book is the concept of 'switching tracks'. This refers to the tendency of people to shift the focus of a conversation when they feel attacked or uncomfortable. The book suggests that recognizing and avoiding this behavior can lead to more productive discussions and better outcomes. Another surprising idea is the emphasis on the receiver's role in feedback. The book argues that the key to receiving feedback well is to understand and manage one's emotional triggers, and to separate the feedback from the person giving it.

The principles in "Thanks for the Feedback" have been successfully implemented in various business settings. For instance, a manager might use these principles to provide constructive feedback to an employee who is consistently late, helping them understand the impact of their tardiness and encouraging them to improve. Similarly, a team leader could use the principles to create a culture of open and honest feedback within their team, leading to improved communication and performance. It's important to note that successful implementation of these principles requires a strong relationship and open communication between the feedback giver and receiver.

The concept of "blind spots" can be applied to improve personal and professional relationships by encouraging open and honest feedback. Everyone has blind spots - patterns or habits that they are not aware of but are noticeable to others. By asking for honest feedback from others, you can identify these blind spots. Once identified, you can work on improving these areas, leading to personal growth and improved relationships. It's important to approach this process with an open mind and willingness to change. Remember, the goal is not to criticize, but to help each other grow and improve.

The theories in "Thanks for the Feedback: The Science and Art of Receiving Feedback Well" challenge existing paradigms in feedback delivery by shifting the focus from the giver to the receiver. Traditionally, the emphasis has been on how to give feedback effectively. However, this book argues that the key to effective feedback lies in how it's received and interpreted. It suggests that individuals have a responsibility to understand and manage their reactions to feedback, rather than placing the onus solely on the feedback giver to deliver it in a certain way. This approach challenges the conventional wisdom and offers a new perspective on improving feedback processes in personal and professional settings.

The lessons from "Thanks for the Feedback: The Science and Art of Receiving Feedback Well" can be applied in today's business environment in several ways. Firstly, it encourages individuals to be open to feedback, regardless of whether it is positive or negative. This can foster a culture of continuous learning and improvement. Secondly, it highlights the importance of self-awareness in recognizing our own patterns and habits that may be hindering our progress. By being aware of these, we can take steps to change and improve. Lastly, it emphasizes the need to take responsibility for our actions rather than blaming external factors. This can lead to increased accountability and productivity in the workplace.

Yes, the findings about the 'tone' part of the brain can be applied to improve feedback delivery in a business environment. Understanding that others are better judges of our behavior and expressions can help us be more open to feedback. Additionally, being aware that we may not accurately perceive our own voice can make us more mindful of how we deliver feedback. We can strive to communicate in a way that is clear, respectful, and constructive, and seek external input to ensure our message is received as intended.

The study of infant brain development has significantly contributed to our understanding of human communication. Researchers have identified the part of the brain that activates when a human can accurately judge different voice tones and their implications. This discovery was made possible by studying the brain development of infants. Furthermore, it was found that when a person is talking, the 'tone' part of the brain shuts off, making them unable to hear how they truly sound. This explains why our own voice sounds strange when we hear it recorded and played back. This inability to perceive our own communication means that others are often better judges of our behavior and expressions.

While specific company names are not mentioned in the content, the practice of asking "How do you see me getting in my own way?" during feedback sessions is a common strategy used by many organizations to identify and address employee blind spots. This approach encourages open communication and helps individuals understand how their actions or behaviors may be hindering their performance or growth. It's a part of a broader feedback culture that many successful companies like Google, Microsoft, and Amazon have implemented.

The strategies outlined in the book "Thanks for the Feedback: The Science and Art of Receiving Feedback Well" can have a significant impact on corporate feedback models. They can help create a culture of open and constructive feedback, reducing defensiveness and promoting growth and learning. By encouraging employees to be receptive to feedback and to actively seek it out, these strategies can help identify blind spots and improve performance. They can also make feedback conversations more effective by focusing on specific behaviors rather than general performance. This can lead to more accurate assessments and more targeted improvements.

Potential challenges when discussing feedback can include defensiveness, misunderstanding, or miscommunication. These can be overcome by ensuring a clear and open line of communication, being receptive to feedback, and understanding that feedback is meant for improvement, not as a personal attack. It's also important to remember that you don't have to agree with all feedback; you can communicate your viewpoint respectfully and constructively.

One can handle misguided feedback in a professional setting by first listening to the feedback without interrupting. It's important to understand the perspective of the person giving the feedback. After fully understanding their viewpoint, you can then politely and professionally present your side of the story. If the feedback is indeed misguided, provide clear and concise reasons why you believe so. It's crucial to maintain a respectful and open-minded attitude throughout the conversation. Remember, the goal is not to win an argument but to reach a mutual understanding.

Some potential challenges while implementing feedback strategies could include resistance from the person receiving feedback, misunderstanding of the feedback given, and difficulty in accepting negative feedback. To overcome these, one can ensure clear communication, provide feedback in a constructive manner, and encourage a culture of openness and acceptance of feedback. It's also important to remember that feedback is a two-way process and the person giving feedback should also be open to receiving feedback.

Positioning comments as additional information during feedback sessions can help preserve relationships by ensuring that both parties feel heard and understood. Instead of outright denying the feedback, you can provide additional context or information that may influence the other person's perspective. This approach allows you to express your side of the story without directly contradicting the other person, which can help maintain a positive relationship. It's a way of saying "You may not know that..." or "As context...". This tactic not only preserves the relationship but also ensures your side of the story is heard and considered.