2: Say What You Really Think (With Positive Intent)

Question 1

What are the 4A guidelines for feedback?

Answer 1

Giving Feedback

• Aim to Assist: Feedback must be given with positive intent. Giving feedback in order to get frustration off your chest, intentionally hurting the other person, or furthering your political agenda is not tolerated. Clearly explain how a specific behavior change will help the individual or the company, not how it will help you.
• Actionable: Your feedback must focus on what the recipient can do differently.

Receiving Feedback

• Appreciate: When you receive feedback, you need to fight the natural reaction to protect our egos and reputation, and instead ask yourself, “How can I show appreciation for this feedback by listening carefully, considering the message with an open mind, and becoming neither defensive nor angry?”
• Accept or Discard: At the end of the day you and the provider must understand that the decision to react to the feedback is entirely up to the recipient.

Question 2

What are 5 takeaways from chapter 2(Say What You Really Think, With Positive Intent)?

Answer 2

1. With candor, high performers become outstanding performers. Frequent candid feedback exponentially magnifies the speed and effectiveness of your team or workforce.
2. Set the stage for candor by building feedback moments into your regular meetings.
3. Coach your employees to give and receive feedback effectively, following the 4A guidelines.
4. As the leader, solicit feedback frequently and respond with belonging cues when you receive it.
5. Get rid of jerks as you instill a culture of candor.