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17 results for “feedback culture”
Topic3 mentions across episodes
culture
Concept3 mentions across episodes
culture
...feedback to help you be your best and really enable you to be your best. And I think that's really kind of helped been really great for our culture. Does that change your hiring process as well? Do you tell people upfront that that's the the environm
11:57 / 13:08
from transcript11:57 – 13:08
...with feedback. The good news is in many high performance cultures, there's a high correlation between folks who are high performers and who love feedback, especially this kind of feedback when delivered well, because they want to get better. They are
24:01 / 25:05
from transcript24:01 – 25:05
...or culture is, you know, we make sure or it could be we measure twice and cut once.
42:45 / 43:51
from transcript42:45 – 43:51
...culture around feedback. So we have a lot of, really high caliber tech people. Everybody really wants to be their best, what really wants to excel, and they really value feedback and, sort of relish the feedback, which you don't get everywhere. There
11:09 / 12:15
from transcript11:09 – 12:15
...the way I like to receive it, it may not have the result that I want. Just because it works for me, it doesn't mean it works for them. And so I've had to learn how other people like to receive feedback so that they can hear the thing and then and wor
35:56 / 38:07
from transcript35:56 – 38:07
...feedback in one place to learn from it at the same time. That's exactly what's happening. Got it. Yeah. That makes sense. Yeah. It it's such a new concept that you've got feedback coming in, you know, at this private club or at this government agency
39:45 / 40:49
from transcript39:45 – 40:49
...comes in. It gets massaged, and then it gets massaged again. And then it gets presented in a way, like, as the seventh item. And this is why I always insist in our organization that the feedback for everybody who speaks at the accelerator or founder
39:59 / 41:31
from transcript39:59 – 41:31
...people will accept your feedback and they'll also listen and ask on your feedback. If you're willing, you do it in a respectful way, but you're also open to getting feedback back. I get lots of feedback, not only from my colleagues, but also my wife
50:15 / 51:20
from transcript50:15 – 51:20
...feedback. And it would inevitably turn into a venting session where I was in the name of sharing the impact of what they did, would share all my frustrations and all the ways that they have basically harmed me and made my life difficult. And this wou
1:05:09 / 1:06:28
from transcript1:05:09 – 1:06:28
...feedback. It's so much it's it's obviously so much easier, but to your point, it's like you have to really think about how to do it well. It's not just like a it's not that easy if you do it well, which is a really good point.
36:40 / 37:49
from transcript36:40 – 37:49
...you feedback here. Yeah. So if you get people to opt in, yes, I want us to have a great relationship. I want us to help each other get better. I want feedback. That's 60% of the hard part of delivering difficult feedback later on. So then the second
1:01:49 / 1:03:17
from transcript1:01:49 – 1:03:17
...feedback. The good news is in many high performance cultures,
23:03 / 24:16
from transcript23:03 – 24:16
...enough or we don't kind of think about enough. Again, companies have these performance cycles, and so we're all like, yes, every six months, we're gonna go and do these reviews. That's when I'll get feedback. But feedback really, in my mind, ideally,
57:43 / 58:59
from transcript57:43 – 58:59
...to people for the rest of my life. I felt like in that moment, I had made a shift in that corporate culture.
1:09:36 / 1:10:46
from transcript1:09:36 – 1:10:46
...the culture is for an hour. And then the third thing is we all, not me, but we all really enforce it. So, you know, as far as culture is concerned, as they say in the military, the standard is the standard, and everybody's expected to live up to it.
23:57 / 25:01
from transcript23:57 – 25:01
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