Can you elaborate on the concept of "relationship triggers" as explained in the book "Thanks for the Feedback"?

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.

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Thanks for the Feedback: The Science and Art of Receiving Feedback Well

Dreading “feedback season” and afraid that you might leave your review dejected, or end the conversation on an awkward note in case you’re the reviewe...

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Feedback is blocked by a relationship trigger when we reject the information on account of the deliverer. You may have been receptive to the feedback from someone else, but it is a non-starter coming from this person. Maybe you don't think very highly of them, they're likely to have ulterior motives, or your personalities just don't jive. Whatever the reason, be sure not to let your relationship with them get in the way of benefiting from the core of the feedback they're sharing. Side-barring to the issues in your relationship can be a big distraction from insights they have about your performance, as much as you may hate to admit it.

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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.

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