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,
Teams that have valuable members should make sure they do everything they can to retain them. People leave teams for any number of reasons but smart teams never give great teammates a reason to leave the team by under-compensating them or limiting their ability to gain a promotion. It’s not about walking on eggshells. It’s about never
Everyone gets frustrated with people who never seem to learn. When I think I know better, I have little incentive to become a learner. Success in the past does not always generalize to success today. It takes humility to believe that the methods that got me my past success will not ensure future success. There is always
There are some things that are universally true. These are best practices and easily proven methods that everyone knows are the correct way to go. What if they are wrong? What if what I believe about limits and work ethic can be challenged? What if all my success came despite the sentiments I hold so dear? What
Do I want help if I need help? If not, then it makes sense to remain blissfully unaware of the need by never really looking to see if help is needed. Those that want to improve daily lean into the the built-in self-defense systems that like to say “nothing to see here!”. Don’t Jedi mind trick yourself
Do I have a deep wound inside that I avert my eyes from? Pain is aversive, so it can be tempting to tell myself that no improvement is necessary because this version of myself is who I am and people need to accept it. Improvement requires dealing with pain. It means addressing the wounds so that they
Opening ourselves up to an incomplete perspective exposes us and can be scary and uncomfortable. It is bearable when done with the right person. There are people we are friendly with and there are friends that might as well be family. Unfortunately, the lines have been blurred and definitions of friendship diluted by Facebook’s friend request system.