Requesting Feedback Quotes

The only thing worse than not requesting feedback is not acting on it.

how you can be a better spouse, and regardless of the other’s attitude, act on what he or she tells you. Continue to both seek more input and comply with those wishes with all your heart and will. Assure your spouse that your motives are pure. 2. When you receive positive feedback, you know there is progress. Each month make one nonthreatening but specific request that is easy for your spouse.

Despite never once being cited by HR for discriminatory practices, or being known as a sexist, Google fired James for sharing his paper. Not only was James fired but he was publicly shamed for reporting on existing research, research which to any reasonable observer, is non-controversial. James made the ultimate mistake. He failed to understand the request for feedback was an empty one, that critical consideration of all sides of an argument was undesirable, even anathema to the cause.

Reflect: A call to pause before you start the journey and then at various steps along the way, understanding that change and choice occur from the inside out. Connect: A step where you request feedback and counsel from trusted friends and guides, recognizing that isolation is fatal—no one should make this journey alone. Explore: A beginning of the journey of discovery, a step of testing different possibilities, both inside and out, in the knowledge that curiosity and courage are essential to finding the way forward. Choose: A narrowing of options in which you focus on your priorities and do both a deeper dive and a reality check, exploring a smaller number of choices to see which fit your emerging sense of what’s right for you. Repack: A step of deciding what’s essential for the road ahead—what to let go of and what to keep, how to lighten your load, both tangible and intangible, for the new way that is opening up. Act: A first step toward making the possibilities real in the recognition that taking action doesn’t drain energy, it releases energy through the optimism that comes with choice, curiosity, and courage.

Another thing you will notice about the puppeteer and neurosurgeon examples in the literature on free will is that the intervention is always—always—secret. Why should this be? Because it is only when we are unwittingly being caused to act or choose by some other, secret agent that the intuitions flood in to the effect that our will is not free. The reason for this is not far to seek, and harks back to the insight that inaugurated game theory: when an agent knows about the attempted manipulation by another agent, it thereupon seeks countermeasures, and at the very least adjusts its behavior to better cope with this discovery. The competitive interactions between the two agents involve multiple levels of feedback, and hence diminishing control by the would-be manipulator. And if the intervention is not only secretive, but requested by the"puppet,” the tables are turned completely.

to be open and straightforward about their needs for attention in a social setting. It is equally rare for members of a group in American culture to honestly and openly express needs that might be in conflict with that individual’s needs. This value of not just honestly but also openly fully revealing the true feelings and needs present in the group is vital for it’s members to feel emotional safe. It is also vital to keeping the group energy up and for giving the feedback that allows it’s members to know themselves, where they stand in relation to others and for spiritual/psychological growth. Usually group members will simply not object to an individual’s request to take the floor—but then act out in a passive-aggressive manner, by making noise or jokes, or looking at their watches. Sometimes they will take the even more violent and insidious action of going brain-dead while pasting a jack-o’-lantern smile on their faces. Often when someone asks to read something or play a song in a social setting, the response is a polite, lifeless “That would be nice.” In this case, N.I.C.E. means “No Integrity or Congruence Expressed” or “Not Into Communicating Emotion.” So while the sharer is exposing his or her vulnerable creation, others are talking, whispering to each other, or sitting looking like they are waiting for the dental assistant to tell them to come on back. No wonder it’s so scary to ask for people’s attention. In “nice” cultures, you are probably not going to get a straight, open answer. People let themselves be oppressed by someone’s request—and then blame that someone for not being psychic enough to know that “Yes” meant “No.” When were we ever taught to negotiate our needs in relation to a group of people? In a classroom? Never! The teacher is expected to take all the responsibility for controlling who gets heard, about what, and for how long. There is no real opportunity to learn how to nonviolently negotiate for the floor. The only way I was able to pirate away a little of the group’s attention in the school I attended was through adolescent antics like making myself fart to get a few giggles, or asking the teacher questions like, “Why do they call them hemorrhoids and not asteroids?” or “If a number two pencil is so popular, why is it still number two,” or “What is another word for thesaurus?” Some educational psychologists say that western culture schools are designed to socialize children into what is really a caste system disguised as a democracy. And in once sense it is probably good preparation for the lack of true democratic dynamics in our culture’s daily living. I can remember several bosses in my past reminding me “This is not a democracy, this is a job.” I remember many experiences in social groups, church groups, and volunteer organizations in which the person with the loudest voice, most shaming language, or outstanding skills for guilting others, controlled the direction of the group. Other times the pain and chaos of the group discussion becomes so great that people start begging for a tyrant to take charge. Many times people become so frustrated, confused and anxious that they would prefer the order that oppression brings to the struggle that goes on in groups without “democracy skills.” I have much different experiences in groups I work with in Europe and in certain intentional communities such as the Lost Valley Educational Center in Eugene, Oregon, where the majority of people have learned “democracy skills.” I can not remember one job, school, church group, volunteer organization or town meeting in mainstream America where “democracy skills” were taught or practiced.

all teachers in the content-based French immersion classes they observed used recasts more than any other type of feedback. Indeed, recasts accounted for more than half of the total feedback provided in the four classes. Repetition of error was the least frequent feedback type provided. The other types of corrective feedback fell in between. Student uptake was least likely to occur after recasts and more likely to occur after clarification requests, metalinguistic feedback, and repetitions. Furthermore, elicitations and metalinguistic feedback not only resulted in more uptake, they were also more likely to lead to a corrected form of the original utterance. Lyster (1998) has argued that students receiving content-based language teaching (where the emphasis is on meaning not form) are less likely to notice recasts than other forms of corrective feedback, because they may assume that the teacher is responding to the content rather than the form of their speech. Indeed, the double challenge of making the subject-matter comprehensible and enhancing knowledge of the second language itself within content-based language teaching has led Merrill Swain (1988) and others to conclude that ‘not all content teaching is necessarily good language teaching’ (p. 68). The challenges of content-based language teaching will be discussed further in Chapter 6.

In January 2016, KPMG issued a public statement after the ‘considerable exposure’ its report had received, which, according to KPMG, should not have happened ‘as the work was being conducted under strict rules of confidentiality which were clearly articulated in our letter of engagement as well as in our findings’.23 According to the statement, KPMG submitted a number of drafts to SARS on which they received feedback and their last report was submitted to SARS on 4 December 2015.24 ‘Our mandate was to undertake a documentary review and did not include interviewing individuals named in the report, nor were they given sight of our findings by us.’25 The KPMG report, which had cost the state R23 million, was therefore not a comprehensive forensic investigation but merely a ‘documentary review’. I also wonder how they could claim they didn’t interview anyone named in the report, when I met with the KPMG team on two occasions, at their request. The report contains sweeping statements, is factually incorrect and there is little or no substantiating evidence in too many instances to mention here. The following examples should give the reader an idea, though, of how taxpayers’ money was spent on a KPMG ‘investigation’. Take, for instance, the following finding: ‘We found no evidence indicating that the Minister of Finance, at the time, new about the existence of the Unit in SARS.’26 Firstly, the word ‘new’ means something entirely different from the word ‘knew’. Secondly, since that ‘unit’ was established there have been three ministers of finance and three deputy ministers and two SARS commissioners and deputy commissioners. Which particular minister was being referred to here, and why leave out the deputy ministers and commissioners?

Schedule a sit-down with your direct boss and establish what she expects you to be focusing on in the first days and weeks of the job. Take written notes and determine—this is especially important—what your deadlines are. … Then be sure to request feedback about how you’re doing. A few weeks after you’ve started, schedule another meeting with your boss. Don’t say, “Am I doing okay?” Say, “I’m really enjoying my job. Are there any suggestions you’d offer?

We learn more from people who challenge our thought process than those who affirm our conclusions. Strong leaders engage their critics and make themselves stronger. Weak leaders silence their critics and make themselves weaker. This reaction isn’t limited to people in power. Although we might be on board with the principle, in practice we often miss out on the value of a challenge network. In one experiment, when people were criticized rather than praised by a partner, they were over four times more likely to request a new partner. Across a range of workplaces, when employees received tough feedback from colleagues, their default response was to avoid those coworkers or drop them from their networks altogether—and their performance suffered over the following year.

Follow this pattern of asking for feedback once a month for the entire six months. Whenever Glenn gives you the first positive response, you will know that your efforts are getting through to him emotionally. One week after you receive the first positive feedback, I want you to make a request of Glenn—something that you would like him to do, something in keeping with your primary love language.

eBay: Because eBay tracks feedback and allows both buyers and sellers to rate one another, it is a good idea to buy a few things on-line before you try to sell something so that you can validate your good name. Buy cheap things; pay promptly. Request feedback if none is provided automatically. Give the seller feedback. Then, sell your least valuable things first and work up to something like a car where feedback would be key.

The agenda should clearly state the problem, the alternatives, and the decision. It should outline exactly the sort of feedback requested, and it should end with a statement of what this meeting will deliver if it's successful. Anything that's not on the agenda doesn't belong in the meeting.

Okay, so let's say you're the one hearing feedback from your partner - now what? Yield. Don't get defensive, or go tit for tat, or any of that Adaptive Child behavior. You, the listener, also need to be centered. You too need to remember love. What can you give this person to help them feel better? You can begin by offering the gift of your presence. Listen. And let them know they've been heard. Reflect back what you heard. If you're at a loss, just repeat your partner's feedback wheel. ... If you are the speaker, and the listening partner has left out important things or gotten something seriously wrong, help them out. Gently correct them, and then have them reflect again. But don't be overly fussy. Serviceable is good enough. Now that you've listened, you need to respond. How? Empathically and accountably. Own whatever you can, with no buts, excuses, or reasons. "Yes, I did that" - plain and simple. Land on it, really take it on. The more accountable you are, the more your partner might relax. If you realize what you've done, if you really get it, you'll be less likely to keep repeating that behavior. And conversely, not acknowledging what you did - by changing the subject, or denying, or minimizing - will leave your partner feeling more desperate. ... If you are the speaker, it pays to keep it specific. The feedback wheel is about this one incident, period. Most people go awry when they escalate their complaints, moving from the specific occurrence to a trend, then to their partner's character. For example: "Terry, you came late." (Occurence.) "You always come late." (Trend.) "You're never on time." (Trend.) "You really are selfish!" (Character.) When the speaker jumps from a particular event to a trend (you always, you never) to the partner's character (you are a ...), they render their partner ever more helpless, and each intensification feels dirtier. ... Once you've reflectively listened and acknowledged whatever you can about the truth of your partner's complaint, give. Give to your partner whatever parts of their request (the fourth step in the feedback wheel: what I'd like now) as you possibly can. ... And finally, for you both, let the repair happen. Don't discount your partner's efforts. Don't disqualify what's being offered with a response like "I don't believe you" or "This is too little too late." Dare to take yes for an answer. ... Let them win; let it be good enough. Com into knowing love.

A good product manager will do a little of everything and a great deal of all this: Spec out what the product should do and the road map for where it will go over time. Determine and maintain the messaging matrix. Work with engineering to get the product built according to spec. Work with design to make it intuitive and attractive to the target customer. Work with marketing to help them understand the technical nuances in order to develop effective creative to communicate the messaging. Present the product to management and get feedback from the execs. Work with sales and finance to make sure this product has a market and can eventually make money. Work with customer support to write necessary instructions, help manage problems, and take in customer requests and complaints. Work with PR to address public perceptions, write the mock press release, and often act as a spokesperson.

The docs-as-ecosystem model starts with community feedback (A), captured through various channels such as public GitHub discussions, public surveys, forums, social media, and support requests. This feedback is then incorporated into the documentation codebase, which is managed through version control (B) to ensure that all changes are tracked and reviewed. The documentation codebase is then integrated continuously (C) through a continuous integration process, which helps catch errors and ensure that documentation updates are consistent with the rest of the codebase. The codebase is then used to generate static site documentation (D), the basis for the final generated documentation (E). The generated documentation is then published (F) to a production environment, where it’s accessible to the community. Finally, the community can review the results and provide updated feedback on the published documentation (H), which starts the cycle anew. Incorporating community feedback ensures documentation remains up-to-date and accurate, reflecting the needs and concerns of the community. Building stronger relationships between community and documentation creation processes lead to engaged and thriving communities.

You won’t manage to hold a new beginning for long: •​If you talk about teamwork and then reward individual contributions •​If you advocate customer service and then reward “following the rules” •​If you encourage risk-taking and then reward “no mistakes” •​If you request feedback and then reward “no criticism” •​If you champion entrepreneurship and then reward “doing your job” •​If you preach decentralized authority and then reward hands-on management

Create an opening to deliver feedback. Describe the behavior or result in a way that the person can hear. State the impact using “I” language. Make a request for continued or changed behavior.

When managers have too much unilateral decision-making it’s bad for results, and it is a disaster for a boss’s ability to have a Radically Candid relationship with their employees. There are few things worse for a relationship than unilateral power. Also, when your boss’s boss requests you give feedback on your boss, it sends a clear “speak truth to power” message, which is also important to a culture of Radical Candor. When these reviews are transparent, 360s can also reinforce a culture of direct, caring feedback.

Catch When You’re Panicking About Ambiguous Feedback Anxiety can cause people to sometimes misinterpret feedback once they’ve received it. When people feel anxious, they tend to interpret ambiguous information (and lack of feedback) as negative. For example, your boss promises to get back to you in a couple of days about a request you’ve made. You assume this means the answer is going to be no. Another example: You might interpret lack of effusiveness in feedback as evidence the person wasn’t impressed with your work. If the person just says “Thanks” when they’d usually say “Thanks, you did a great job,” you interpret that as negative. Experiment: Can you think of an example where you have jumped to a negative conclusion about ambiguous feedback or where you might be likely to do so?

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