'Thanks for the Feedback' challenges traditional notions of feedback by focusing on the receiver's perspective rather than the giver's. It emphasizes the importance of how feedback is received and processed, rather than just how it is given. The book suggests that the effectiveness of feedback is largely determined by the receiver's openness to it, their understanding of it, and their willingness to act on it. It also highlights the role of relationship dynamics in feedback, suggesting that feedback can be blocked if the receiver has a negative perception of the person giving it. This shifts the traditional focus from the 'right way' to give feedback to the 'right way' to receive it.
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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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