You don't have to agree with feedback you disagree with, but identify that five or ten % of what was said that you can agree with. And then you got to get back to the person, and you've got to have a respectful explanation of why you disagree. You really are listening with the in tent to understand not to respond. Then, last but not least, you want to make sure that you're rewarding candor, the radical candor. If you agree that that what was brought up is indeed a problem, then fix the problem and ask say, this is what i did. Did i go too far? Did i over correct? Did i not go far enough?
In episode 72, Kim Scott tells you how to get sh*t done fast and fair at work.
Kim Scott is the author of the famous management book Radical Candor, and most recently, Just Work.
In this episode, we talk about how managers can create a culture of feedback and drive results collaboratively.
We also dive into decision-making and why telling people what to do just doesn’t work. Kim also shares how to incorporate a growth mindset when it comes to making mistakes and why feedback can sometimes be masked as bias, prejudice, and bullying.
Tune in, you are in for a good one!