Book Titles

Reflecting on your purpose before a conversation takes place will help you to be clearer during the conversation itself.

The bugle blast of evaluation can drown out the quieter melodies of coaching and evaluation.

We can’t focus on how to improve until we know where we stand.

Before we determine whether feedback is right or wrong, we first have to understand it.

…to clarify the feedback under the label we need to ‘be specific’ about two things: where the feedback is coming from, and where the feedback is going.

…we [need to] make a key shift – away from that’s wrong and toward tell me more: Let’s figure out why we see this differently.

…once we spot an error, we can’t contain ourselves; we have to jump in and set things straight. But we have to fight that instinct. We have to consciously and persistently choose to ask about their data and share our own.

Difference spotting – understanding as specifically as you can exactly why you and they see things differently – is a crucial lens through when to take in feedback.

Your goal is to understand the feedback giver, and for them to understand you.

The evaluation we give people is a reflection of our own (or our organization’s) preferences, assumptions, values, and goals.