Thanks for the Feedback
Viking Adult (Verlag)
9780670017157 (ISBN)
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We swim in an ocean of feedback. Bosses, colleagues, customers-but also family, friends, and in-laws-they all have "suggestions" for our performance, parenting, or appearance. We know that feedback is essential for healthy relationships and professional development-but we dread it and often dismiss it.
That's because receiving feedback sits at the junction of two conflicting human desires. We do want to learn and grow. And we also want to be accepted just as we are right now. Thanks for the Feedback is the first book to address this tension head on. It explains why getting feedback is so crucial yet so challenging, and offers a powerful framework to help us take on life's blizzard of off-hand comments, annual evaluations, and unsolicited advice with curiosity and grace.
The business world spends billions of dollars and millions of hours each year teaching people how to give feedback more effectively. Stone and Heen argue that we've got it backwards and show us why the smart money is on educating r e ceivers- in the workplace and in personal relationships as well.
Coauthors of the international bestseller Difficult Conversations , Stone and Heen have spent the last ten years working with businesses, nonprofits, governments, and families to determine what helps us learn and what gets in our way. With humor and clarity, they blend the latest insights from neuroscience and psychology with practical, hard-headed advice. The book is destined to become a classic in the world of leadership, organizational behavior, and education.
Sheila Heen forscht und unterrichtet an der berühmten Harvard Law School. Die Autorin ist außerdem seit Jahren als Beraterin für Kommunikation und Verhandlungstechniken in Politik und Wirtschaft tätig. Beiträge zu diesen Themen veröffentlichte sie regelmäßig in verschiedenen US-Zeitschriften. Douglas Stone unterrichtet an der berühmten Harvard Law School. Der Autor ist außerdem seit Jahren als Berater für Kommunikation und Verhandlungstechniken in Politik und Wirtschaft tätig. Beiträge zu diesen Themen veröffentliche er regelmäßig in verschiedenen US-Zeitschriften.
"Thanks for the Feedback is an extraordinarily useful book. It's full of helpful techniques that can be put to use by anyone seeking to manage an organization, lead a team, engage a business partner, or navigate a relationship.... Stone and Heen have done a remarkable job of showing individuals and organizations how to leverage the enormous value of feedback, one of the most powerful instruments available for human learning."
~strategy+business magazine
Surprisingly little attention has been focused on being an effective recipient of feedback. Enter Stone and Heen with a well-rounded consideration of "the science and art of receiving feedback well." As they write, both of those disciplines are required to receive feedback in productive ways-not only in the workplace, but in personal life as well....the authors do an excellent job of constraining the applications to feedback usefulness while also exploring some of the other ways we can define what "feedback" consists of in our lives.
With a culture increasingly focused on the individual and the self, this book on developing the ability to accept and utilize the input of others constructively deserves a wide readership.
~Kirkus Reviews
"I'll admit it: Thanks for the Feedback made me unconformable. And that's one reason I liked it so much. With keen insight and lots of practical takeaways, Stone and Heen reveal why getting feedback is so hard -- and then how we can do better. If you relish receiving criticism at work and adore it in your personal life, then you may be the one person on earth who can safely skip this book."
~Daniel H. Pink, author of To Sell is Human and Drive
" Thanks for the Feedback is a potentially life-changing look at one of the toughest but most important parts of life: receiving feedback. It's a road map to less defensiveness, more self-awareness, greater learning, and richer relationships. Doug Stone and Sheila Heen have delivered another tour de force."
~Adam Grant, Wharton professor and author of Give and Take
"Imagine an organization where everyone is actually good at receiving feedback. Collective anxiety would be reduced. People would learn and grow. Impossible you say? Thanks to this insanely original and powerful book, maybe not."
~Judy Rosenblum, Former Chief Learning Officer of Coca-Cola, and Founder of Duke Corporate Education
"Startlingly original advice for how to make feedback truly useful."
~Chris Benko, Vice President of Global Talent Management, Merck
"If you want to lead a learning organization, improving the quality of feedback is job one. This book is an essential guide to making that happen."
~Amy C. Edmondson, Novartis Professor of Leadership and Management, Harvard Business School, and author of Teaming
"Learning and HR professionals aren't the only ones who will love this book. It should be required reading for anyone receiving a performance appraisal -- and anyone who is striving to improve."
~B. Alan Echtenkamp, Executive Director, Global Organization and Leadership Development, Time Warner Inc.
"Accepting feedback at work is important, but in families, it's vital. This simple, elegant book teaches us how."
~Bruce Feiler, New York Times columnist and author of The Secrets of Happy Families
PENGUIN BOOKS INTRODUCTION From Push to Pull THE FEEDBACK CHALLENGE 1. THREE TRIGGERS That Block Feedback TRUTH TRIGGERS 2. SEPARATE APPRECIATION, COACHING, AND EVALUATION 3. FIRST UNDERSTAND Shift from "That's Wrong" to "Tell Me More" 4. SEE YOUR BLIND SPOTS Discover How You Come Across RELATIONSHIP TRIGGERS 5. DON'T SWITCHTRACK Disentangle What from Who 6. IDENTIFY THE RELATIONSHIP SYSTEM Take Three Steps Back IDENTITY TRIGGERS 7. LEARN HOW WIRING AND TEMPERAMENT AFFECT YOUR STORY 8. DISMANTLE DISTORTIONS See Feedback at "Actual Size" 9. CULTIVATE A GROWTH IDENTITY Sort Toward Coaching FEEDBACK IN CONVERSATION 10. HOW GOOD DO I HAVE TO BE? Draw Boundaries When Enough Is Enough 11. NAVIGATE THE CONVERSATION KEYFRAMES OF THE CONVERSATION THE ARC OF THE CONVERSATION: OPEN-BODY-CLOSE OPEN BY GETTING ALIGNED BODY: FOUR SKILLS FOR MANAGING THE CONVERSATION CLOSE WITH COMMITMENT PUTTING IT ALL TOGETHER: A CONVERSATION IN MOTION 12. GET GOING Five Ways to Take Action NAME ONE THING TRY SMALL EXPERIMENTS RIDE OUT THE J CURVE COACH YOUR COACH INVITE THEM IN 13. PULL TOGETHER Feedback in Organizations Before you tell me how to do it better, before you lay out your big plans for changing, fixing, and improving me, before you teach me how to pick myself up and dust myself off so that I can be shiny and successful-know this: I've heard it before. I've been graded, rated, and ranked. Coached, screened, and scored. I've been picked first, picked last, and not picked at all. And that was just kindergarten. We swim in an ocean of feedback. Each year in the United States alone, every schoolchild will be handed back as many as 300 assignments, papers, and tests. Millions of kids will be assessed as they try out for a team or audition to be cast in a school play. Almost 2 million teenagers will receive SAT scores and face college verdicts thick and thin. At least 40 million people will be sizing up one another for love online, where 71 percent of them believe they can judge love at first sight. And now that we know each other . . . 250,000 weddings will be called off, and 877,000 spouses will file for divorce.1 More feedback awaits at work. Twelve million people will lose a job and countless others will worry that they may be next. More than 500,000 entrepreneurs will open their doors for the first time, and almost 600,000 will shut theirs for the last. Thousands of other businesses will struggle to get by as debates proliferate in the boardroom and the back hall about why they are struggling. Feedback flies.2 Did we mention performance reviews? Estimates suggest that between 50 and 90 percent of employees will receive performance reviews this year, upon which our raises, bonuses, promotions-and often our self-esteem-ride. Across the globe, 825 million work hours-a cumulative 94,000 years-are spent each year preparing for and engaging in annual reviews. Afterward we all certainly feel thousands of years older, but are we any wiser?3 Margie receives a "Meets Expectations," which sounds to her like "Really, You Still Work Here?" Your second grader's art project, "Mommy Yells," was a hot topic at the school's Open House Night. Your spouse has been complaining about your same character flaws for years. You think of this less as your spouse "giving you feedback," and more as your spouse "being annoying." Rodrigo reads over his 360-degree feedback report.4 Repeatedly. He can't make head or tail of it, but one thing has changed: He now feels awkward with his colleagues, all 360 degrees of them. Thanks for the Feedback is about the profound challenge of being on t
| Sprache | englisch |
|---|---|
| Maße | 153 x 228 mm |
| Gewicht | 466 g |
| Themenwelt | Sachbuch/Ratgeber ► Beruf / Finanzen / Recht / Wirtschaft |
| Sachbuch/Ratgeber ► Gesundheit / Leben / Psychologie ► Lebenshilfe / Lebensführung | |
| Schlagworte | Evaluation • Feedback • Kommunikation |
| ISBN-13 | 9780670017157 / 9780670017157 |
| Zustand | Neuware |
| Informationen gemäß Produktsicherheitsverordnung (GPSR) | |
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