{"version":"https://jsonfeed.org/version/1.1","title":"Stephen Braunius","home_page_url":"https://stephen.braunius.org","feed_url":"https://stephen.braunius.org/json/","description":"<p>Seek | Do | Share</p><p>I have always loved to learn new things and put that knowledge to use. This is where I share what I’m learning.</p>","icon":"/media/production/images/item-03dca25ffbbc24c77ac4bc2c4d97c965.png","favicon":"/media/production/images/item-03dca25ffbbc24c77ac4bc2c4d97c965.png","authors":[{"name":"Stephen Braunius"}],"language":"en-us","items":[{"id":"A8Ne1rwCDy0","title":"Session 5b Sheila Heen","url":"https://stephen.braunius.org/i/session-5b-sheila-heen/","authors":[{"name":"Stephen Braunius"}],"content_html":"<p>Global Leadership Summit 2015<br/>\n Session 5b<br/>\n Sheila Heen<br/>\n Thanks for the Feedback</p>\n<ul>\n<li>Feedback comes in many different forms</li>\n<li>“Feedback is my relationship with the world and the world’s relationship with me”</li>\n<li>feedback is one of the toughest conversations that happens in all organizations</li>\n<li>people all of the world struggle with feedback conversations</li>\n<li>these conversations drive organizational learning, employee engagement, and cross-functional collaboration</li>\n<li>in any exchange between giver and receiver, the receiver is in charge because they can choose what they want to receive</li>\n<li>what might it look like to teach receivers how to receive feedback, even poorly delivered feedback</li>\n<li>2 human needs - the need to learn and grow (this is energizing) “feedback should be joyful”</li>\n<li>the need to be accepted or respected or loved the way we are now</li>\n<li>types of feedback (we need all three) - <strong>A ppreciation</strong> being noticed by others which gives motivation</li>\n<li><strong>C oaching</strong> anything that helps you grow, learn, get better (as you get more senior you have a tougher time receiving coaching)</li>\n<li><strong>E valuation</strong> rating and ranking</li>\n<li>93% of American workers feel under-appreciated at work</li>\n<li>evaluation and coaching get tangled together which removes the effectiveness of the coaching</li>\n<li>even when we hear coaching we don’t always take it - it was wrong</li>\n<li>we don’t trust them</li>\n<li>being too stubborn</li>\n<li>being too young</li>\n<li>many others reasons…</li>\n<li>boundaries are important “if you can’s say no then your yes’ are freely given” - we decide too fast (when feedback comes in we look for what is wrong and can always find something wrong)</li>\n<li>3 trigger reactions to feedback - truth triggers: is it true, good, accurate</li>\n<li>relationship triggers: who is giving the feedback</li>\n<li>identity triggers: the story you tell yourself about who you are and your wiring</li>\n<li>skills to receiving feedback - <strong>(1)</strong> not deciding if the feedback is right or wrong and, rather, think about what the giver means</li>\n<li><strong>(2)</strong> See yourself clearly and accurately (everyone has blind spots) - facial expressions, body language, tone of voice, patterns of behavior, impact on others</li>\n<li>talk to your friends for help: (1) supportive mirror to encourage around what is wrong with the feedback (2) honest mirror to find out what might be right with the feedback</li>\n<li>when leaders become better receivers - receive more feedback</li>\n<li>become a role model</li>\n<li>automatically become a better giver</li>\n<li>become a better giver - don’t ask people for feedback in a general way</li>\n<li>“one thing” pick one person who matters in my life and ask: - What’s one thing you particularly appreciate?</li>\n<li>What’s one thing you see me doing – or failing to do – that you think I should change (or is getting in the way?</li>\n<li>“We need each other to see our own limitations and where to grow next”</li>\n<li>“Feedback accelerates your personal, professional, and spiritual growth”</li>\n</ul><p><em>Originally published on stephen.braunius.org</em></p>","content_text":"Global Leadership Summit 2015\n\nSession 5b\n\nSheila Heen\n\nThanks for the Feedback\n\nFeedback comes in many different forms\n\n“Feedback is my relationship with the world and the world’s relationship with me”\n\nfeedback is one of the toughest conversations that happens in all organizations\n\npeople all of the world struggle with feedback conversations\n\nthese conversations drive organizational learning, employee engagement, and cross-functional collaboration\n\nin any exchange between giver and receiver, the receiver is in charge because they can choose what they want to receive\n\nwhat might it look like to teach receivers how to receive feedback, even poorly delivered feedback\n\n2 human needs - the need to learn and grow (this is energizing) “feedback should be joyful”\n\nthe need to be accepted or respected or loved the way we are now\n\ntypes of feedback (we need all three) - A ppreciation being noticed by others which gives motivation\n\nC oaching anything that helps you grow, learn, get better (as you get more senior you have a tougher time receiving coaching)\n\nE valuation rating and ranking\n\n93% of American workers feel under-appreciated at work\n\nevaluation and coaching get tangled together which removes the effectiveness of the coaching\n\neven when we hear coaching we don’t always take it - it was wrong\n\nwe don’t trust them\n\nbeing too stubborn\n\nbeing too young\n\nmany others reasons…\n\nboundaries are important “if you can’s say no then your yes’ are freely given” - we decide too fast (when feedback comes in we look for what is wrong and can always find something wrong)\n\n3 trigger reactions to feedback - truth triggers: is it true, good, accurate\n\nrelationship triggers: who is giving the feedback\n\nidentity triggers: the story you tell yourself about who you are and your wiring\n\nskills to receiving feedback - (1) not deciding if the feedback is right or wrong and, rather, think about what the giver means\n\n(2) See yourself clearly and accurately (everyone has blind spots) - facial expressions, body language, tone of voice, patterns of behavior, impact on others\n\ntalk to your friends for help: (1) supportive mirror to encourage around what is wrong with the feedback (2) honest mirror to find out what might be right with the feedback\n\nwhen leaders become better receivers - receive more feedback\n\nbecome a role model\n\nautomatically become a better giver\n\nbecome a better giver - don’t ask people for feedback in a general way\n\n“one thing” pick one person who matters in my life and ask: - What’s one thing you particularly appreciate?\n\nWhat’s one thing you see me doing – or failing to do – that you think I should change (or is getting in the way?\n\n“We need each other to see our own limitations and where to grow next”\n\n“Feedback accelerates your personal, professional, and spiritual growth”\n\nOriginally published on stephen.braunius.org","date_published":"2015-08-07T16:00:00.000Z","date_modified":"2026-10-28T20:33:04.205Z","_microfeed":{"slug":"session-5b-sheila-heen","authors":[{"name":"Stephen Braunius","type":"Person"}],"web_url":"https://stephen.braunius.org/i/session-5b-sheila-heen/","json_url":"https://stephen.braunius.org/i/A8Ne1rwCDy0/json/","rss_url":"https://stephen.braunius.org/i/A8Ne1rwCDy0/rss/","guid":"http://stephen.braunius.org/session-5b-sheila-heen/","status":"published","date_published_short":"Fri Aug 07 2015","date_published_ms":1438963200000}}],"_microfeed":{"publisher":{"name":"Stephen Braunius","type":"Person","url":"https://stephen.braunius.org"},"authors":[{"name":"Stephen Braunius","type":"Person"}],"microfeed_version":"1.0.13","base_url":"https://stephen.braunius.org","categories":[],"subscribe_methods":[{"name":"RSS","type":"rss","url":"https://stephen.braunius.org/rss/","image":"https://stephen.braunius.org/assets/brands/subscribe/rss.png","enabled":true,"editable":false,"id":"3ruTYsoZVaf"},{"name":"JSON","type":"json","url":"https://stephen.braunius.org/json/","image":"https://stephen.braunius.org/assets/brands/subscribe/json.png","enabled":true,"editable":false,"id":"5nhVQKje4_K"}],"description_text":"Seek | Do | Share\nI have always loved to learn new things and put that knowledge to use. This is where I share what I’m learning.","copyright":"©2007–2026 Stephen Braunius","itunes:type":"episodic","items_sort":"published_at","items_order":"desc"}}