O stari: Do you have suggestions for ways for structuring constructive or critical feedback? Want one model that i've used in in executive education, and we use a piece of it in interpersonal dynamics. The air feedback model is done of a three step, three considerations - action, request and listening. O stari: I love what you said about focusing on what our goal is. Sometimes i know for myself, i just want change, and i don't think deeply enough about what's a reasonable goal for that change. And anything that gets us a place where we can listen better will be so helpful.
Being a better listener has a lot to do with silence, says Collins Dobbs, a lecturer in management at Stanford Graduate School of Business. “A lot of people are uncomfortable with the smallest modicum of silence, but learning often happens when we create distance for useful reflection.”
In this episode of Think Fast, Talk Smart, Dobbs talks with host Matt Abrahams about the importance of “space, pace, and grace” when you’re receiving others’ feedback and handling the emotions that come out during tough discussions.
“There’s often a lot more focus on the skill set on delivering emotion than receiving emotion, but if the receiver of emotion can put themselves in a place of curiosity, agency, and openness. . . . opens up a whole new world of possibilities.”
Dobbs is an executive coach and teaches several courses, including Interpersonal Dynamics, and Leadership Labs.
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