Transcripts

Feedback

Ep. 55 Frederic Laloux with an invitation to reclaim integrity and aliveness

...ther example that comes up often is: people shy away from difficult conversations. So self-managing is working, but people don’t give each other hard feedback that is needed for self-management to work. So the default answer there is often: “Okay, we train everybody in giving feedback.” And so with Wilber’s...more
...t give each other hard feedback that is needed for self-management to work. So the default answer there is often: “Okay, we train everybody in giving feedback.” And so with Wilber’s quadrants, it’s sort of a behavioural thing. Let’s just train people behaviourally, right? That’s the upper right quadrant. An...more
... upper right quadrant. And that might be a good way to do it. But I’ve heard from quite a few organisations that you can train people a lot in giving feedback but people often still shy away from it, right? Because we all are, to some degree, conflict avoiders. But if you set up the system in a way where t...more
...allback, like people hate that the job I do is bad, people hate an unsatisfied client. Trust me, if that happens, people will start giving each other feedback. And if they haven’t been given any training, it might be really clumsy feedback, it might be sometimes hurtful feedback. So by any means let’s train...more
...ient. Trust me, if that happens, people will start giving each other feedback. And if they haven’t been given any training, it might be really clumsy feedback, it might be sometimes hurtful feedback. So by any means let’s train people. But training is not enough. And so I think that looking at these differe...more
...will start giving each other feedback. And if they haven’t been given any training, it might be really clumsy feedback, it might be sometimes hurtful feedback. So by any means let’s train people. But training is not enough. And so I think that looking at these different quadrants is really interesting. ...more

Ep. 26 Buurtzorg and the power of self-managed teams of nurses

... teams). So it's really interesting to hear all of the insights and all of what they've learned over the years about communicating, giving each other feedback, what's really rewarding, what's really challenging. And I think probably my favourite bit is when I asked them at the end, what advice they would gi...more
.... And that's true. Marian: And you speak a lot with each other... Chila: Yeah, there is a good communication in the teams. Marian: We give each other feedback. Chila: That's also a problem sometimes in the self-leadership thing. Because if you cannot do that in a team, if it's not safe enough to talk with e...more
...Lisa Gill: Do you guys give each other feedback in the team? Is that something you do? Chila: Yeah, always. Sometimes too much! Jolanda: Sometimes you cry! Chila: "I didn't mean to do that!" [Mimi...more
...Lisa Gill: And what is a right way? Or a good way of giving feedback? Chila: Gentle but clear. And sometimes somebody is so gentle that the other person doesn't get the message. So you have to get the... It's quite dif...more

Ep. 37 Miki Kashtan on the three shifts needed for self-managing organisations to thrive

...se they will be afraid of the messenger being killed. And so you need to actually do something for information to flow. And then the fourth system is feedback, which is also absolutely crucial in a self managing environment. Because if you are over here, self managing something, and there isn't feedback tha...more
... is feedback, which is also absolutely crucial in a self managing environment. Because if you are over here, self managing something, and there isn't feedback that constantly comes, you will silo. And you will function without sufficient information about the impact of the choices that you make. We learn th...more

Ep. 45 Amy Edmondson on psychological safety and the future of work

...you might diagnose poorly sometimes. You might look around and think something -needs to be done and you step right in and do it. And be prepared for feedback! Because maybe someone else will find it unhelpful. That’s OK. Each and every one of us must be willing to learn from our missteps as well as from ou...more

Ep. 54 Bill Fischer and Simone Cicero on Haier and the entrepreneurial organisation

...different kind of director that would be much more supportive and collaborative and asking you think, asking you to try something else and giving you feedback and so on — so I’m thinking about, and maybe it’s because I’m not the ideal employee for Haier (laughs), but again, I think about this diversity ques...more