Finding your edge through a culture of feedback
summary
Claims that a feedback culture raises individual and team capacity and nudges a growth mindset get backed by concrete practices: ASK: actionable, specific, kind for phrasing, Kim Scott’s radical-candor quadrants to avoid ruinous empathy, and tools like 15Five and weekly retrospectives plus mentors/coaches. Examples include practicing delivery with peers holding signs for pacing and breath, studying Nonviolent Communication, learning from a counseling program mistake, and reporting measurable mentoring gaps (roughly 50/50 mid‑management and a missing ~33% at senior levels).
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chapters (21)
- 0:00Start
- 0:14What Is a Culture of Feedback
- 0:43A Culture of Feedback
- 1:24Culture of Feedback Promotes Growth
- 1:50A Growth Mindset
- 4:13Finding Your Edge
- 4:29Self Analysis
- 4:54Where Do You Stop Trying
- 5:15Thoughts Turn Self-Defeating
- 12:46The Feedback Should Be Specific
- 16:05The Surprising Secret of Being a Good Boss
- 17:18Obnoxious Aggression
- 19:14How Men and Women Are Mentored Up in the Senior Levels of Executive Teams
- 22:07Nonviolent Communication
- 22:52Value of Empathy over Sympathy
- 23:44Receiving Feedback Effectively
- 24:21Choose the Growth over the Fixed Mindset
- 27:06Tape What Works and Leave the Rest
- 27:57Resources
- 28:35Things Do We Do To Build Our Culture of Feedback
- 30:24How Do I Encourage Other People To Give Me Feedback
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