Transforming Feedback into a Tool for Professional Growth

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Episode Transcript

Speaker 1 (00:01):
One of the greatest lessons I learned, which was
over 40 years ago at IBM, is thevalue of being in control of
feedback.
Now let's take a step back andlet's hear the word feedback.
You hear it.
Where does your mind go?
Does it go to strength-based ordoes it go to constructive?
Uh-oh, I've got to hear this.
Now, in 30-some years, I askthis question all the time, all

(00:24):
the time.
Now, in 37 years, I ask thisquestion all the time, all the
time.
When a boss calls you into theoffice, what's the employee's
first response?
I've never, ever, had someonerespond to that positively.
It's always uh-oh.
What did I do?
I must be in 40 years ago and Ihad a great boss, great coach,

(00:45):
who said to me if you don't likefeedback, go get it before they
have to give it to you.
I'll never forget that.
And she said Tim, if you wantfeedback, go get it, because if
you get it early, you'll learnfrom it.
If you get it early, it won'tbuild up in their minds.
If you get it early, it won'tbuild up in their minds.
If you get it early, guess whathappens?

(01:06):
You don't ever feel like you'regetting constructive feedback.
I'll never forget that Now whenI say you're in control of
feedback.
We tend to wait.
We tend to wait for someone togive it to us, and then we have
this thing called an emotionalinterpretation.
I don't like what I hear, soI'm going to push back.

(01:26):
I'm going to come up with anarrative, or I'm going to come
up with a story why it's nottrue, or I'm going to ask for an
example so I can rebuttal itaway.
We are in control of feedbackand I often share this with
people, and most people don'tlike to hear this.
You know, leaders don't want togive you feedback if you're

(01:47):
resistant and how often, youknow, as kids or our kids,
they'll say oh, mom and dad arejust bugging me because we give
them feedback.
Right, they don't want to hearit, they discount it, they push
back because they're emotionallyinterpreting.
They're emotionallyinterpreting, they're
emotionally reacting, and whenwe're emotional, we typically
lose logic and we don't userational thought process.

(02:11):
So, as an employee, I think itis one of the greatest
differentiating factors you canpossess and that is the
opportunity, the absoluteopportunity, to differentiate
yourself by making it easy forsomeone to give you feedback.
It doesn't mean you're alwaysgoing to be in agreement.

(02:32):
Go get it before they have togive it to you.