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annienguyen21 's review for:
Let's Talk: Make Effective Feedback Your Superpower
by Therese Huston
Feedback is an important tool for motivation and evaluation, so it's important you get it right. When delivering feedback, make it clear that you're on the other person's side. Know what you're looking to get out of the conversation, and listen relationally to get the other person's side of the story.
Some key lessons I've learned from this book:
1) To give effective feedback, think about whether your employee needs appreciation, coaching, or evaluation.
2) When giving feedback, adopt a flexible, compassionate, and forgiving mindset.
3) Make your good intentions known by spelling out what you want for your employee and acknowledging her worries.
4) Listen relationally, not critically, and validate your employee's feelings.
5) Be generous with your praise, especially for we-strengths that lift up pa team.
6) Give negative feedback with a growth mindset and in a private setting.
7) To avoid surprises, check in with your employees regularly.
Here is actionable advice: Ask more, tell less.
One of the easiest ways to gain your employee's trust and confidence is to ask follow-up questions. Follow-up questions show you're engaged, and that you're thinking closely about what they've said. But stay away from questions that begin with Why. These tend to put people on the defensive. Instead, ask questions that begin with What. One great example is: "What's the real challenge here for you?" This question works well because it helps you get to the root of an issue and provide quality coaching.
Some key lessons I've learned from this book:
1) To give effective feedback, think about whether your employee needs appreciation, coaching, or evaluation.
2) When giving feedback, adopt a flexible, compassionate, and forgiving mindset.
3) Make your good intentions known by spelling out what you want for your employee and acknowledging her worries.
4) Listen relationally, not critically, and validate your employee's feelings.
5) Be generous with your praise, especially for we-strengths that lift up pa team.
6) Give negative feedback with a growth mindset and in a private setting.
7) To avoid surprises, check in with your employees regularly.
Here is actionable advice: Ask more, tell less.
One of the easiest ways to gain your employee's trust and confidence is to ask follow-up questions. Follow-up questions show you're engaged, and that you're thinking closely about what they've said. But stay away from questions that begin with Why. These tend to put people on the defensive. Instead, ask questions that begin with What. One great example is: "What's the real challenge here for you?" This question works well because it helps you get to the root of an issue and provide quality coaching.