8 Insightful Lessons From the Book “Let’s Talk”
📚Book Review
📚Book Review
1. Three Kinds of Feedback
📍Appreciation, Coaching, and Evaluation Communications are much clearer if you recognize that there are three kinds of feedback: appreciation, coaching, and evaluation.
👉Every employee needs all three kinds.
📍Appreciation, Coaching, and Evaluation Communications are much clearer if you recognize that there are three kinds of feedback: appreciation, coaching, and evaluation.
👉Every employee needs all three kinds.
2. Evaluation
⬆️Evaluation lets the person know where they stand relative to expectations and what they can expect down the line.
❌An important exception: content novices, or people who are new to a task, often need more appreciation than they realize.
⬆️Evaluation lets the person know where they stand relative to expectations and what they can expect down the line.
❌An important exception: content novices, or people who are new to a task, often need more appreciation than they realize.
3. Watch for the four signs that you aren’t sufficiently focused on the employee:
1️⃣You don’t know the other person’s goals.
2️⃣You don’t know what kind of feedback the other person is seeking.
3️⃣Other people can hear you.
4️⃣You don’t know how the other person sees the situation.
1️⃣You don’t know the other person’s goals.
2️⃣You don’t know what kind of feedback the other person is seeking.
3️⃣Other people can hear you.
4️⃣You don’t know how the other person sees the situation.
4. Say Your Good Intentions Out Loud
✅When you have mixed intentions, look for the good things you do want for a person and use those as the motivation behind your observation or concern.
✅When you have mixed intentions, look for the good things you do want for a person and use those as the motivation behind your observation or concern.
5. listen first, feedback later
🗣️When people talk to a good listener, they adopt more reasonable positions, are less defensive, and are more likely to admit their struggles.Validate feelings.
📍If you say, “I can see why you’d feel that way,” you reduce stress.
🗣️When people talk to a good listener, they adopt more reasonable positions, are less defensive, and are more likely to admit their struggles.Validate feelings.
📍If you say, “I can see why you’d feel that way,” you reduce stress.
6. Recognize Each Person’s Strengths
❓Praise motivates. When employees’ strengths are recognized every week, they’re more interested in staying and less interested in leaving.
We-strengths elevate the team; me-strengths elevate the individual.
❓Praise motivates. When employees’ strengths are recognized every week, they’re more interested in staying and less interested in leaving.
We-strengths elevate the team; me-strengths elevate the individual.
7. Ask More, Tell Less
🔍If you ask follow-up questions, employees will like you more and show greater interest in your advice.
✅Try doubling the number of questions you ask in your one-on-ones.
🔍If you ask follow-up questions, employees will like you more and show greater interest in your advice.
✅Try doubling the number of questions you ask in your one-on-ones.
8. Minimize the Threat
❗Communicate a growth mindset—that you believe people can change and improve—and it will make feedback less threatening.
❌When individuals have a growth mindset, they pay more attention to the correct solutions and to the advice.
❗Communicate a growth mindset—that you believe people can change and improve—and it will make feedback less threatening.
❌When individuals have a growth mindset, they pay more attention to the correct solutions and to the advice.
Hope it was useful for you.😃
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