You’re smart. You have good ideas. You share them liberally. You create defensiveness. You get frustrated. Neil Gaiman offers terrific advice on why, when reviewing someone else’s work, you should identify problems but not propose solutions.
In my previous post, I talked about emotional reactions to issues at work; specifically, things that make people cry. In that post, I alluded to the idea that advanced warning of difficult messages gives time to process the issue, reduces the surprise factor, and makes it easier to control the emotional side of the […]
“Feedback is a gift.” How many times have you heard that little gem? I don’t know about you, but I’ve noticed that not many people ask for feedback for their birthday, so clearly it’s not up there with a new iPad or a trip to Vegas. The gift of feedback is more like the gift […]
Giving someone feedback can be uncomfortable. Some people even agonize over how (and if) they should share a difficult message with a teammate or a direct report. Unfortunately, that discomfort leads us to minimize the duration and intensity of our discomfort by delivering feedback in a “one and run” fly by akin to dropping bombs […]