The Power of Honest Feedback and Peer Reviews

Summary

The speaker advocates for a peer review process within companies to identify blind spots and foster growth. In their company, they implement a 360-degree feedback system where colleagues provide specific examples of each other's weaknesses and strengths. During a group meeting, individuals read their feedback aloud, with others able to add more. The rule is to only respond with 'thank you,' especially when the feedback is uncomfortable, as it shows genuine care for personal development. This process is initially uncomfortable but becomes easier and helps build a culture of honest feedback, which is beneficial for the company.

Takeaways

• 🔍 Peer review is valuable for identifying blind spots and receiving constructive feedback.
• 🔄 The company practices a form of 360-degree feedback to foster personal growth.
• 👥 Participants are selected from a group with regular contact, not necessarily from the same discipline.
• 📝 Each person must provide three examples of their weaknesses and areas of strength.
• 🗣️ Feedback is shared openly in a meeting, with the person reading out their weaknesses aloud.
• 🤐 The recipient is not allowed to speak during the feedback session, only to say 'thank you'.
• 💬 Other participants can add to the list of weaknesses, encouraging a comprehensive review.
• 🚫 The rule is to ignore feedback that doesn't resonate, assuming it's not true.
• 🙏 Saying 'thank you' is a sign of appreciation for the effort others put into giving feedback.
• 🌟 Strengths are also shared, often revealing unrecognized talents and contributions.
• 🛠️ The process is initially uncomfortable but becomes easier and more beneficial over time.
• 🌱 It builds a culture of honesty and constructive feedback, which is beneficial for personal and professional development.

Q & A

What is the purpose of implementing peer review in a company?

The purpose of implementing peer review in a company is to identify blind spots that individuals may not be aware of, and to provide valuable feedback for personal growth and improvement.

How does the company's version of a 360 review work?

The company's version of a 360 review involves a group of people who regularly interact with each other. Each person provides specific examples of their weaknesses and strengths, which are then shared and discussed in a meeting.

What are the two questions each person has to answer in the 360 review process?

Each person has to answer two questions: one, provide three specific examples of their weaknesses or areas where they need the most growth, and two, provide three specific examples where they believe they were strong or have grown the most since the last review.

What is the protocol for discussing weaknesses during the 360 review meeting?

During the meeting, each person's weaknesses are read out loud, and anyone in the room can add to the list. The person receiving feedback is not allowed to speak except to say 'thank you'.

Why is saying 'thank you' the only response allowed when receiving feedback on weaknesses?

Saying 'thank you' is the only response allowed because it emphasizes the importance of being grateful for the feedback, which is given out of care and a desire to help the individual grow.

What is the suggested reaction if someone feels anger or frustration in response to the feedback?

If someone feels anger or frustration, it is suggested that the feedback is probably true and should be taken into consideration.

How should one react if they disagree with the feedback received?

If someone disagrees with the feedback and feels that it is wrong, they should still say 'thank you' and then choose to ignore it and move on with their day.

What happens after discussing the weaknesses in the 360 review meeting?

After discussing the weaknesses, the strengths are read out loud, and others can add to the list, helping the individual realize unrecognized strengths and appreciate the value others see in them.

Why is it said that the 360 review process is incredibly powerful?

The 360 review process is incredibly powerful because it helps individuals discover unrecognized strengths and receive honest feedback, which is essential for personal and professional growth.

How does the discomfort of the 360 review process change over time?

The discomfort of the 360 review process is most intense the first time it is done, but it becomes easier with each subsequent session as the culture of honest feedback is built and becomes normalized.

What is the ultimate goal of implementing a culture of honest feedback in a company?

The ultimate goal of implementing a culture of honest feedback is to foster an environment where individuals can grow and improve by understanding their strengths and areas for development through open and constructive communication.