Leaders Should Seek Honest Feedback - Deepstash
Countering The Great Resignation

Learn more about teamwork with this collection

Ways to counter the Great Resignation

Strategies for making better decisions

Tips for giving effective feedback

Countering The Great Resignation

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Leaders Should Seek Honest Feedback

Leaders should ask their group members for specific feedback in 3 areas:

  • Name one thing that I currently do that you’d like me to continue to do?
  • Is there one thing I don’t currently do frequently enough that you think I should do more often?
  • What can I do to make you more effective?

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MORE IDEAS ON THIS

A Sense of Belonging

A Sense of Belonging

Neuropsychological studies have shown that we are strongly wired to sense and value belonging.

There are 3 primary ways that members of a group send and receive belonging cues to each other.

  • Energy – Individuals are engaged with the group. They invest ...

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Figure Out Where Your Group Aims for Proficiency and Where It Aims for Creativity

Every group skill can be sorted into one of two basic types: skills of proficiency and skills of creativity.

  • Skills of proficiency are about doing a task the same way, every single time. They are about delivering machine-like reliability, and they tend to apply in doma...

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Avoid Brutal Honesty. Aim for Candor

Giving honest feedback is risky because it can easily result in people feeling hurt or demoralized.

By aiming for candor—feedback that is smaller, more targeted, less personal, less judgmental, and equally impactful—it’s easier to maintain a sense of safety and belonging i...

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Name and Rank Your Priorities

In order to move toward a target, you must first have a target. Listing your priorities is the first step.

Most successful groups end up with a small handful of priorities and many end up placing their in-group relationships—how they treat one another—at t...

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DANIEL COYLE

“The road to success is paved with mistakes well handled.”

DANIEL COYLE

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DANIEL COYLE

“We are all paid to solve problems. Make sure to pick fun people to solve problems with.”

DANIEL COYLE

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Embrace the Use of Catchphrases

Embrace the Use of Catchphrases

The trick to building effective catchphrases is to keep them simple, action-oriented, and forthright:

"Create fun and a little weirdness" (Zappos), "Talk less, do more" (IDEO), "Work hard, be nice" (KIPP), "Pound the rock" (San Antonio Spurs), "Leave the jersey in a better place" (New Z...

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Team Performance

You might think the success of a team depends on the individual team members’ skills. However, to a great extent it depends on 5 specific factors that can predict with accuracy how well a team will perform:

  1. Everyone in the group talks and listens in equal measure, keep...

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Sharing Vulnerability

Sharing Vulnerability

Being vulnerable does not mean indiscriminately sharing fears and shortcomings. Instead, it means specifically being honest about your concerns about a project. Sharing vulnerability can also mean taking an honest look at how things went.

Sharing our o...

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How to Establish a Purpose For Your Group

How to Establish a Purpose For Your Group

  • Rank your priorities. What are the primary things that are most important to your group or team?
  • Be clearer than you think you need to be. Ask group members what your vision is.
  • Decide on where you will aim for proficiency and where...

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Align Language with Action

Many highly cooperative groups use language to reinforce their interdependence.

For example, navy pilots returning to aircraft carriers do not “land" but are “recovered."  Groups at Pixar do not offer “notes" on early versions of films; they “plus" them by offering solutions to problem...

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The Culture Code analyses the mechanism behind a successful team and what makes people genuinely engage in organizational goals.

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More like this

Tighten feedback loops

Feedback is vitally important to evaluate how well you're doing and to identify areas for improvement. Faster feedback is always better.

  • Share work publicly: Even if it feels scary, sharing your work is essential for improvement.
  • Be very specific:

The agenda

  • Topics in a 1:1 should be about professional growth, personal connection and for giving each other feedback. Do not use the meeting to re-hash things from a group meeting, unless there are specific things you took off-line in that meeting or need to provide/get constructive feedback.

How to get better at receiving feedback

  • The very first response to give when someone gives you feedback should be a response of gratitude. Don’t get defensive. 
  • Whether it’s praise, criticism or some other type of feedback, take the time to restate to the person giving it what you ...

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