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15 results for “public feedback”
Company10 mentions across episodes
Public
...feedback. And our our people, they they really want that developmental feedback. So we've we've done a lot of work around that, looks at how we enable everybody to give feedback really respectively. So the feedback is challenging, and, you know, it i
11:57 / 13:08
from transcript11:57 – 13:08
...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
...feedback. I I've been in organizations where the customer support person has the keys to the kingdom, and they give, like, a roll up report. And it's like, nope. I and I had people. Oh, you don't need to get feedback at. And I'm like, no. I want feed
41:08 / 42:23
from transcript41:08 – 42:23
...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, because you're doing it quite often, is pretty easy. As long as you're respectful, but you're honest, and you also are open to receiving feedback, people will accept your feedback and they'll also listen and ask on your feedback. If you're
50:57 / 52:08
from transcript50:57 – 52:08
...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
...this 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 env
12:39 / 13:54
from transcript12:39 – 13:54
...feedback is thinking about motivating the person's behavior change. The goal is behavior change. So if that's the goal, trim everything else that you're about to say that does not actually contribute to that goal and only keep the part that will make
1:05:59 / 1:07:05
from transcript1:05:59 – 1:07:05
...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
...well and for receiving feedback well and maybe even just, like, seeking? How do you get more feedback? Because this all makes a lot of sense. Most of the time, people don't get any feedback. The best way the first tip on getting feedback or deliverin
1:00:43 / 1:01:46
from transcript1:00:43 – 1:01:46
...feedback. Even to my kids, I don't know if that's healthy, but they bring a lot of these management principles home. So we'll see how it turns out, the little ones. When you took this thing from 8,000,000 revenue to a 150
24:01 / 25:05
from transcript24:01 – 25:05
...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
...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
...approaching feedback you found that resonate better with the recipient. Aim for feed forward. It could be tough. Let's just say you are presenting something, and I also know that you're working on improving your public speaking skills. It may be a th
26:50 / 28:09
from transcript26:50 – 28:09
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