Wednesday, March 12th, 2014
Last week, I posted about the great new book, Thanks for the Feedback. This week, one of the authors, Sheila Heen, tells me what she thinks about calling girls bossy. Is it bad? Is Sheryl Sandberg onto something with her Ban Bossy campaign? And by the way, how do we handle all the unwanted mom-to-mom advice that often feels so judgmental?
Check out the awesome advice Heen has below:
KK: What do you think about the Ban Bossy campaign? How bad is bossy?
SH: Being called “bossy” as a little girl is like most feedback we get as adults–mixed. It undermines the value of the skills it takes to speak up or provide leadership in a group.
But the feedback that we’re being bossy also contains information about how we are impacting those around us that sometimes we should learn from. Maybe someone feels unheard or dismissed or steamrolled. That is important for leaders to understand.
So when my daughter is called bossy (as I was), I want her to hold onto the initiative and being willing to try, and I want her to learn that real leadership is marrying that with empathy and engaging others.
KK: Women are often giving each other advice about babies, parenting and everything else. Why does this hit so close to home?
SH: It’s easy to hear well-intended coaching (“have you tried a wheat-free diet?”) as judgment that you’re doing it all wrong. Particularly when we’re first-time parents, or trying to figure out our second child, our own anxiety about being the perfect parent and not ruining our kids forever can amplify our sense of accusation, even when the mom offering the tip is well-intended.
KK: Why is it often so judgmental?
SH: Because it often is. Every parent is doing some things well (our kids eat healthy and already know their ABCs) and others less so (Noah nap? Never. Yes, he’s a basket case.) These reflect our own values and upbringing, as well as our kids’ challenges and temperaments. In your house, discipline and table manners get instilled early, while next door table manners are nonexistent but potty training is completed before age two. So when we offer neighbor mom “suggestions” for teaching table manners, we are trying to be helpful, but we’re also not-so-secretly wondering why the heck she hasn’t taken care of this before middle school.
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KK: What helps?
SH: Remember that you are in charge of how you hear mom-to-mom advice, and work to extract the judgment and hear the coaching as simply coaching. It’s advice, and it’s your job to decide what’s might work for your kids and your family. The fact that the neighbors do it differently doesn’t mean that you’re doing it wrong. And even when the advice is 90 percent wrong – would never work for your son – that last 10 percent can sometimes be of value, sparking an idea that does work, and the payoff is worth it when you finally toss the last pull-up.
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Wednesday, March 5th, 2014
Feedback. It’s everywhere–from bosses, friends, teachers, husband and even our kids and Facebook. How do you take it? It’s a double-edged sword. We all want to improve our skills, but we also want to be liked and accepted.
This unique book addresses how to accept feedback gracefully whether your boss is giving you a review, your kids are commenting on their meatloaf dinner or your mother-in-law is offering snide commentary on your parenting style. Criticisms are among the most difficult conversations to have–but the new book, Thanks for the Feedback, aims to make it a little easier.
Now listen, sometimes the feedback you get is just plain crap. Sometimes it’s callous or wrong. But sometimes it’s right. What do you say or think or do in response? The authors of Thanks for the Feedback try to give you a guide to make friends with your mistakes. They want you to know the difference between when you should let it roll off your back and when you should take it seriously and try to improve.
The authors, Douglas Stone and Sheila Heen of the Harvard Negotiation Project hit it out of the park with well-researched insight, advice and tips. I asked them some questions below–they explain what feedback is 3 Quick Ways to Take Feedback Better.
KK: What do you mean by feedback?
DS and SH: We mean it both narrowly and broadly. Feedback is that performance evaluation or those test results, but in a bigger sense, this is a book about how to learn about ourselves from people and experiences – how to learn from life.
Feedback can be direct (“you missed your sales targets”) or indirect (when your boss said “good work, team,” she looked at your two colleagues, but not at you). And we’re constantly getting feedback in our personal lives as well – that comment from your mother-in-law about your permissive parenting, the way your spouse left this morning without saying the usual, “Love you.” It can be from your boss or your boyfriend, your neighbor or your niece, even from your suddenly-too-tight jeans. We get feedback from everywhere, and not only from the outside. Let’s not forget the ways we beat ourselves up – the feedback we get from ourselves can be some of the hardest to take.
KK: What are 3 Quick Ways to Take Feedback Better?
DS and SH: Great question. The research shows that people who seek out feedback – especially negative feedback that they can learn from – are perceived to be more competent, settle into new roles more quickly, and get higher performance reviews. So here are three tips that will help.
1. Don’t ask: “Do you have any feedback for me?” Too broad. Too daunting. Instead ask: “What’s one thing you see me doing – or failing to do – that’s getting in my own way?” That lets people know you actually want the feedback, and gives them permission to be honest.
2. Don’t just tap people you like and who like you – they can’t help you with your edges because they don’t see your edges. You live or work well and easily together. It’s the people we struggle to get along with who are often in a position to offer us something valuable about ourselves. They see our edges because they are so wonderfully adept at provoking them. Asking them about one thing you’re doing that’s getting in the way will not only elicit valuable insight into what you can do to reduce the friction, it will also be a bold step toward improving that relationship.
3. When you’re really struggling with feedback that seems fundamentally “off,” divide a sheet of paper into two columns and make two lists. On the left, list all the things that are wrong with the feedback. What they are saying isn’t true, it’s unfair, they’re one to talk, when they gave it was inappropriate, how they gave it was pathetically unskilled, why they gave it is suspect. Now on the right make a list of things that might be right about the feedback. Too often we use all that is wrong with the feedback we get to cancel out the possibility that there is anything right about it. Your feedback might be 99 percent wrong, but that 1 percent that’s right might be just the insight you need. And once you get good at listening for what’s right, not just what’s wrong, you’ll do that in your conversations themselves more easily – getting curious about what they mean that might be helpful. That’s when you can really accelerate your own learning and improve your relationships. (more…)
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