We’ve all been there. Someone walks up to you in the hallway, musters up their courage and gives the gift that keeps on giving – direct, thoughtful, feedback.

In this case, I’m presuming it’s constructive or otherwise challenging feedback to share with you. And if you’re a leader within the organization, you have to realize that it was probably hard for them to muster the courage to give you that feedback. Let’s say it’s critical.

Or conversely, you're walking down the hall and run into a colleague. And you ask them for feedback on how you're handling yourself in a critical agile project. As a leader. Again, they muster up their courage and share honest and open feedback with you.

So, what is the next thing you do?

Of course, you don’t:

  • Consider it a gift;
  • Thoughtfully digest it;
  • Look for the “truth” in it;
  • Thank the person for their candor;
  • Ask them for any other feedback;
  • Confirm an example that supports the feedback;
  • Ask clarifying questions to better understand the feedback.

Instead, you ask them for precise examples that support the feedback they just gave you. Probing, inquiring, and looking for direct evidence. Picture an episode of Law & Order. Clearly, putting them on the defensive and making the feedback their challenge versus your own.

If you’ve followed my writing, you know that I’m quite enamored with Kim Scott and her Radical Candor book. (check out another post here) I saw this blogs picture on a LinkedIn post and it inspired me to write this short reply.

The "Gift"

Whenever someone gives you constructive feedback, you want to consider it a gift. Don’t challenge them. And don't ask them for "supporting evidence".

Instead, simply accept it and consider it. Most of the time, it’s the gift that keeps on giving.

Stay agile my friends,

Bob.

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