Learn how to receive feedback well, accelerate your learning and improve your relationships!
Feedback refers to any information about yourself. It can come from your experiences or other people, be it a test score, a pat on the back or a formal appraisal. Feedback is an essential part of learning, yet we find it hard to receive feedback, especially when it seems untrue, unfair or badly delivered. This book explains why it’s so hard to receive feedback, and provides a framework with tips and tools to help you to get the most from feedback. In this Thanks for the Feedback summary, we’ll briefly explain the 3 triggers that block feedback and how to overcome them
Here are some powerful insights you can take away from this summary by ReadinGraphics:
• Understand the 3 types of triggers (truth, relationship and identity) that block feedback, the problems they present and how you can overcome them effectively. In particular, find out why we speak at cross-purposes, misunderstand/distort feedback, get hindered by our blind spots, and unknowingly switch topics when we’re triggered.
• Learn specific approaches and tips to better receive and reject feedback, navigate feedback conversations, and accelerate how you solicit and learn from feedback.
You can choose from 2 ReadinGraphics summary bundles including:
1. Graphic + Text + Audio bundle ($13.97)
• A one-page graphic summary, or book summary infographic in pdf;
• A 17-page text/graphic summary in pdf; and
• A 26-min audio summary in mp3
2. Graphic + Text bundle ($9.97)
• A one-page graphic summary, or book summary infographic in pdf; and
• A 17-page text/graphic summary in pdf
Order your summary bundle now!
[Note: You can also enjoy this summary through our Subscription Plans]
Who should read this:
• Leaders, managers, human resource personnel and people developers
• Anyone who wants to improve communications/relationships, and accelerate your rate of learning and development
Keywords/concepts covered: People skills, Management, Leadership, Relationships, Communication, Thanks for the Feedback, Douglas Stone, Sheila Heen