Noura, Kristie, Maryland discussed on Your Brain at Work
Three sixty that is a small number of people. Giving you a deep amount of feedback you obsess but a little bit of regular nudges from a lot of people can be quite powerful. Could be really really helpful. I think it's a really different thing. So i think we think we in a move to a well two more crowdsource to be back. More crowdsource could nudges and insights. And i think that's gonna be interesting. Kristie went away in there on some of these issues accidentally end something he said. I think is critical. When you were talking about three sixties that people do tend to obsess over. Who said this the idea of anonymous feedback and i think at that point. People do wonder more about who it came from as opposed to being able to focus on what was said so. I completely agree with you there day and one other thing that i find really interesting asking for feedback requiring a certain amount of emotional maturity and i agree with that and sometimes i think especially if we have a younger workforce or someone who may not have achieved that same level of maturity there. Some great ways to kind of nudge the question until it becomes a habit of mayors and one example and i have to give credit to noura leadership. This is something that i've experienced working here. It's been wonderful for someone to come to me and say what type of feedback would be helpful. So even if i don't immediately remember to ask or it just asking that can be a way to still make that conversation a little easier. It reminds me to ask for it and steal takes that threat away so there are some ways that you can encourage the question and encourage people to ask for it. If they haven't quite got maryland their own that still going to give them some great information while minimizing that threat and create that culture of constant back. It's great thanks for what about people who've been through trauma like let's saying everyone on the planet. How do you deal with those folks and obviously some people have been through a lot more than others. Some of a really really difficult mine at mejet make joke of that but we will had some trauma to some degree this year but some law and certainly people who've got a high baseline of threat. Which is what happens from trauma. You do want to be a lot more thoughtful about your approach to all of these things to goal setting to feedback to chickens of. You'll be sensitive a lot more asking questions and generating insides Telling a local supportive overall. I didn't talk a lot about chickens but one favorite set of questions. This is more like a weekly standup than a full check in. But i think it's important to differentiate that this sort of weekly check in with a team that sometimes people think this is at. It's you know it's how you. How have you been winning. And what do you need help with three really interesting questions. Sunny in the heat of a pandemic. We were doing that pretty much every week without team. Now people doing better. It's more just kind of have been winning what you need help with. But it's a really really powerful set of questions particularly if people really sensitive people struggling. How are you actually. Make sure people answer that. Have you been winning and what you need help with so those are really good questions for that week to week. Check in particularly sensitive people who've been through a lot from the monthly checking against galls. It's really important that in focusing on progress. Not just results so. That's a key difference that you really checking in on how people are doing on the progress. So you're not just talking about outcomes evaluating progress kristie marshall anything to into the so summarise. Hadn't you get feedback when you you recognize..