In this discussion, Erin Meyer, a Professor at INSEAD and an expert on intercultural communication, dives into the complexities of feedback within diverse teams. She highlights how mixing different backgrounds can lead to better outcomes, yet often clashes with the need for candid feedback. Erin introduces the 'three A's of feedback' to foster inclusivity and constructive communication. She emphasizes the importance of establishing regular feedback norms and tailoring communication to overcome discomfort and power imbalances, ultimately enhancing team dynamics.
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insights INSIGHT
Diversity and Feedback Paradox
Diversity and open feedback initiatives often clash.
People feel less safe receiving feedback from those who are different from them.
volunteer_activism ADVICE
Formalized Feedback Loops
Implement regular, formalized feedback sessions.
This creates a structured environment for diverse teams to exchange feedback.
question_answer ANECDOTE
Generational Feedback
An older writer received feedback from younger colleagues, initially dismissing it due to the age gap.
He later realized the younger perspective offered the most valuable feedback.
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Radical Candor by Kim Scott offers a practical approach to management by emphasizing the importance of caring personally and challenging directly. The book argues that effective managers must find a balance between being empathetic and providing clear, honest feedback. Scott draws from her experiences at Google and Apple to provide actionable lessons on building strong relationships, giving feedback, and creating a collaborative work environment. The book introduces the concept of 'radical candor' as the sweet spot between obnoxious aggression and ruinous empathy, and provides tools and strategies for managers to implement this approach in their daily work[1][2][5].
Principles
Ray Dalio
In 'Principles: Life and Work', Ray Dalio shares the principles he has developed over his career that have helped him achieve success. The book is divided into three sections: the first section explains how Dalio's principles were formed from his personal and professional experiences; the second section outlines life principles, such as embracing reality, being radically open-minded, and understanding the importance of pain and reflection in personal growth; and the third section focuses on work principles, including the use of radical truth and radical transparency to transform an organization. Dalio advocates for systematizing decision-making into algorithms, learning from failures, and building a culture where it is okay to make mistakes but unacceptable not to learn from them.
We know that teams mixing people of different generations, genders, and cultures yield better outcomes, and that frank, constructive feedback is key to improving individual, group, and organizational performance. But these two attributes -- diversity and candor -- often clash, says Erin Meyer, a professor at INSEAD. She's studied the challenges that arise when teammates with different backgrounds try to give one another advice and offers recommendations for overcoming them, including establishing norms around regular feedback and ensuring that it is asked for, designed to assist, and actionable. She’s the author of the HBR article “When Diversity Meets Feedback.”
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