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Three Star Leadership | Wally Bock | The 4 R's of Receiving Feedback

Three Star Leadership | Wally Bock | The 4 R's of Receiving Feedback
You know feedback is good for you, right? After all, "Feedback is the breakfast of champions" has been a staple of self-development wisdom since Ken Blanchard first said it. So, okay, here comes your boss, or a colleague, or a friend, with a wide load of feedback just for you.


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The 4 R’s of Receiving Feedback

  • Respond: Just say “Thank you.”
  • Record: You will rarely have time to process feedback right away. But don’t trust your memory for later. Record the details.
  • Reflect: If you want to get the most value from feedback, reflect on it.
  • React: Good feedback is only valuable if you act on it. Just thinking about it will not do.




Leadership and Listening

Listening is a critical leadership skill you can master. 

It will help you learn about the people you work with, demonstrate you think they’re important, and help you make better ...

Listening will help you lead more effectively

  • When you listen, you learn: about your teammates and what’s important to them, ideas, stories, concerns.
  • Listening sends the message that you value the other person.
  • Listening helps you make good decisions: it slows you down so you can diagnose effectively before you act.

Learn to Listen Well

  • Show that you’re paying attention. Lean in. Make eye contact. Nod.
  • Paraphrase what the other person said and ask them if you got it. 
  • Ask open-ended questions to encourage them to continue and increase your understanding.
  • Take notes during the conversation if it helps you and doesn’t make the other person uncomfortable. 

The Art of Confrontation

  • Develop relationships with your team members: that way both of you are more willing to listen.
  • Don’t put it off.
  • Choose a private and safe place.
  • ...

Warning signs of groupthink

  • We’ve always done it that way.”
  • “That’s the right way.”
  • “Everybody does it this way.”
  • “That’s standard practice.”

Not examining standard practices

A subtle form of groupthinking: When we don’t question a norm or standard practice, that’s lazy thinking. 

You can challenge everything you do, you just can’t challenge everything all at once. The whole idea of continuous improvement is based on always looking for ways to do things better. Continuously.

Stopping with the first workable solution

Another subtle form of groupthinking: When there’s a problem to solve and you call a meeting for example, the group wrestles with the problem and comes up with a workable solution. At that point most groups declare victory and adjourn. 

That’s a mistake and an opportunity missed.

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