The Power of Honest Feedback and Peer Reviews

Simon Sinek

5 Apr 202401:53

Summary

TLDRThe 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.

Outlines

00:00

🔍 Importance of Peer Review in Identifying Blind Spots

The speaker discusses the value of peer review in uncovering personal blind spots, emphasizing the necessity of feedback for personal and professional growth. In their company, they conduct a 360 review where a group of colleagues, not necessarily from the same discipline but who interact regularly, answer two key questions about each other: identifying three specific weaknesses and three specific strengths. This feedback is shared in a meeting where the individual reads out their weaknesses and strengths, and others can add to the list. The rule is to only respond with 'thank you' to the feedback, acknowledging the discomfort it may cause but recognizing it as a sign of its truth. This process fosters a culture of honest feedback and mutual growth.

Mindmap

Keywords

💡Peer Review

Peer review is a process where colleagues or peers evaluate each other's work, providing feedback and suggestions for improvement. In the context of the video, it is highlighted as a crucial mechanism for identifying blind spots and fostering growth, as it allows individuals to receive constructive criticism from those who work closely with them.

💡360 Review

A 360 review, also known as a 360-degree feedback, is a comprehensive performance evaluation process that includes feedback from an individual's subordinates, peers, superiors, and sometimes even customers. In the video, it is described as a company practice where a group of people who regularly interact with each other provide feedback on each person's strengths and weaknesses.

💡Blind Spots

Blind spots refer to areas of personal weakness or lack of knowledge that an individual may not be aware of. In the video, the speaker emphasizes the importance of peer review in identifying these blind spots, as it helps individuals to recognize areas where they need to grow and improve.

💡Feedback

Feedback is the process of providing information or reactions to a person or team about their performance or work. The video discusses feedback as a vital tool for personal and professional development, where colleagues share both positive and negative observations to help each other improve.

💡Weaknesses

Weaknesses are areas where an individual may lack skills or knowledge. The video script mentions that each person must provide three specific examples of their weaknesses, which is a part of the 360 review process aimed at self-awareness and targeted improvement.

💡Strengths

Strengths are the positive attributes or areas where an individual excels. In the video, participants are also asked to identify their strengths, which not only helps in recognizing their capabilities but also boosts their confidence and morale.

💡Growth

Growth in this context refers to personal and professional development. The video emphasizes the importance of identifying both weaknesses and strengths to foster growth, as it encourages individuals to work on areas that need improvement and leverage their strengths.

💡Culture of Honest Feedback

A culture of honest feedback is an environment where open, constructive, and honest communication is encouraged and valued. The video describes how implementing a 360 review process can help build such a culture, which is beneficial for the overall development and well-being of the team.

💡Appreciation

Appreciation in this context is the recognition and acknowledgment of someone's strengths and contributions. The video script highlights how the feedback process can reveal to individuals that their strengths are more widely recognized and appreciated than they might have realized.

💡Comfort Zone

Comfort zone refers to a state of psychological comfort and security within which a person operates without feeling anxious or stressed. The video mentions that the feedback process can be uncomfortable at first, but it becomes easier over time, indicating the importance of stepping out of one's comfort zone for personal development.

Highlights

The importance of peer review for identifying blind spots in personal and professional development.

Company practice of a 360-degree feedback review process.

Group formation for peer review includes individuals with regular contact, regardless of discipline.

Participants are asked to provide three specific examples of their weaknesses and areas for growth.

Participants also provide three examples of their strengths and growth since the last review.

Feedback is correlated and shared among the group members.

A structured meeting format where weaknesses are read aloud and can be added to by others.

Rule of no defense during the feedback session, only expressing gratitude.

The rationale behind the feedback process: it is uncomfortable but done out of care and desire to help.

Emotional responses to feedback as indicators of its validity.

Discarding feedback that does not resonate as potentially untrue.

The process of acknowledging strengths and areas of growth through peer feedback.

The revelation of unrecognized strengths through the feedback of others.

Building a culture of honest feedback for personal and professional growth.

The initial discomfort of the process subsides with repetition, leading to easier and more constructive feedback.

The long-term benefits of a peer review system for fostering a supportive and growth-oriented environment.