Managing people
Work people, situations, or other groups
Managing people
When sometime tells them “You suck at Y” and they genuinely care about Y, they ask five additional follow-ups: “What have you seen me do that makes you think so?” “What do you think will help me improve in Y?” “Who is excellent at Y that I can learn from?” “How do you assess at Y?” “Why is Y important to be good at?”
Be a better feedback receiver.
Look for extreme talent. Ask to “take me back” and get people in a narrative.
Listen for specific things they love or are good at. Like “I love writing out lesson plans”. Learned what they’re wired to do.
Helping me think through managing and teaching and helping others change
Excellent feedback receivers recognize the bias inherent in every piece of feedback. They can see that when X person gives feedback about Y, they should listen closely because they care about Y, and X is an expert in Y. Conversely, if X talks about Z, they’ll disregard it because X really doesn’t know shit about Z
Good perspective on who’s giving feedback
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