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Ask questions, tell the team what you’re doing, be responsive, and get over that you think you’re bugging them too much. The more you communicate, the shorter the physical distance between you appears.
Constantly send screenshots and ideas. Give your team a glimpse into your head throughout the day so they can see your creative process.
Share your unfinished work in progress. A single reply from a teammate can steer your entire project in a better direction. Get feedback on your work early on so you can evolve sooner.
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If you feel the need to offer unsolicited advice, ask them, “Do you want some ideas to improve the situation?”
This way they have the option to say no, and they’ll likel...
The best way to be a friend is to allow them to tell the story repeatedly. Then they need to work through it and let it go.
Tell them you’re there to listen to everything they need to say. Once they’ve gotten all out, you’d love to help them move on.
If you don’t know how someone feels, let them know that you haven’t been there before, but you’ll try to put yourself in their shoes to help as best you can.
Also, don’t be afraid to let them know you don’t have anything to say. You can still be an ear, take some time to think about it, and then share your thoughts later.
However needed it may be, people often view criticism as hurtful and feel attacked. And that puts them on the defensive, meaning they won’t be able to truly absorb what’s being criticized.
That’s why constructive criticism is a helpful skill to develop when dealing with other people. Knowing how to do it drastically affects how the message is received.
"Sandwiching" your critique between two positive things about the person's softens the blow, and avoids it coming off like an attack. The mix of positive and negative makes people more likel...
Keep your criticism to your observations, and the impact they have. Don't try to fix the problem, just identify it.
Offer to help fix the problem, and to support the solution that the other person comes up with. Unless you know how to do the work your coworker is doing, don't try to solve it for them—they'll ignore your feedback and you.
The point of your criticism is to help someone improve, or to correct a problem, and your feedbacks should carry that message. If you’re doing anything but that, reevaluate whether you actually have legitimate criticism to give, or you just need to talk to someone.
Offer positive and specific suggestions to alleviate the issue at hand, or identify the problem clearly without talking about the person, just the issue.