Not all tests are pass or fail. Some testing is done to see what the cause of dysfunction is. When a team stagnates, it is important to figure out what the root cause of the lack of progress is. Tests can reveal these sources of dysfunction. Opportunities to improve are often revealed during a diagnostics test because
Our fear of failure and pride can prevent us from wanting to take a look at the “game film” to see the details of the past, but when we are humble enough to want to be better, the eye in the sky doesn’t lie. We just have to be willing to see the brutal truth. The truth
The past cannot be undone. It can be remembered and learned from. It can also be forgotten and ignored. The past has a special attribute that is distinct from our present and future… certainty. What has happened has definitely happened. There is valuable information in the past because of the certainty of it. We should not ignore
Teammates that see feedback as a personal attack are too insecure to improve. Their perspective is to avoid feedback because the very message that improvement is needed strikes at their insecurity that they don’t measure up. The defensive teammate categorizes it as a problem saying that the team is too critical but I have found that accusation
How do I know if someone on the team embraces and expects evaluation? I believe there are clear moments that naturally occur on any team that seeks to improve. Teammates that do not get defensive when feedback is given are on the right track. Teammates that receive feedback well not only acknowledge the need to change but
One of the most important attributes that a team should recruit for is a healthy expectation of evaluation, accountability, and feedback. There are people that have gone their entire lives avoiding feedback because of a bad example or experience early on. Those people quickly become dead weight to a team because when the time comes to evaluate,
Ordinary teams do not value feedback the same way that great teams do. The major distinction between great and ordinary is the drive to improve and the interface with the uncomfortable reality of our actual performance. It’s not that ordinary teams don’t want to improve. It’s that they are uncomfortable with what it takes to actually improve.
Great teams have an evaluative culture. They don’t consider feedback as a micro-aggression that demolishes their self esteem. They understand that their leader and teammates want what is best for the team and each teammate. They understand that direct feedback is the quickest path to actual improvement and they don’t take it personal. Instead, they sense something
Every teammate has areas to grow and improve. People make mistakes. People experience learning curves. Since all of these facts are true of everyone, they shouldn’t be considered deal breakers. The deal breaker is when someone tries to deny these facts as true for them. When someone is foolish enough to believe that they have nothing to
Wisdom only ever happens to the humble. This is because only the humble can receive feedback from the most important sources. When my pride gets the best of me, that’s usually when I refuse to listen to feedback from what I consider to be the least credible source. Feedback from the naysayer may be easily dismissible, however,