The Power of Honest Feedback and Peer Reviews
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
🔍 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
💡360 Review
💡Blind Spots
💡Feedback
💡Weaknesses
💡Strengths
💡Growth
💡Culture of Honest Feedback
💡Appreciation
💡Comfort Zone
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.
Transcripts
I think there is something to be said
for some sort of peer review because we
don't always know our blind spots
getting that feedback is is spital and
we do it in our company we do our
version of a 360 review basically you
take a group of people who work together
um that doesn't necessarily mean they're
in the same discipline it means they
have regular contact with each other and
every person has to answer two questions
one give three specific
examples uh of where you your weaknesses
lie or you believe the areas you need
the most grow so three specific examples
of of where you're weak and then three
specific examples where you believe you
were strong where you believe you have
grown the most since the last review
they're corelated and shared um and then
we come together in in meeting you read
all your weaknesses out loud even though
they've already read them and then
anyone in the room can add to that list
and you are not allowed to say anything
the only thing you're allowed to say is
than you and the reason is is we give
this little pramp which is we say the
people in this room
um do not want give you this feedback it
is much easier for them not to give it
because it is uncomfortable and they
don't want to do it but they're going at
do because they care about you and they
want to help you grow as a human being
so when they give you this feedback you
say thank you and our rule is if you
feel something anger frustration it's
probably true if you feel nothing and
you think they're wrong great say thank
you for the be bad ignor it and going
about your day right would you only your
Al to say thank you and then once you're
done with your weaknesses you add the
strengths you read your words they can
add to the list and the amazing thing is
you will learn that you have strengths
that you need realiz it that people
appreciate you more than you even
thought it's an incredibly powerful tool
it's only the most uncomfortable the
first time you do it and then it starts
to get easier and you really start to
build a culture of honest feedback which
is always good for
5.0 / 5 (0 votes)