Category Archives: Feedback

Am I who my enemies say I am?

Yes. People don’t disagree well and therefore, people watch those they disagree with closely. Eventually, we make them an enemy in our mind because they stand for something we are against. I have come to realize that valuable information can be gained from what those that resent me think of me. Someone that watches me closely for

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Do real people have enemies?

It’s easier to ask someone who likes me to give me insight into how I can be better as a person. Is it wise to consider what an enemy would say? Do people have enemies? Yes, unfortunately. In today’s culture that demands tolerance, we see an increase in the polarization of society.

Self examination requires others.

Once we accept that no one, including ourselves, have a complete perspective on who we are, we can accept the fact that the truth about us is found in the overlap of perspectives made possible by a life-giving relationship. We are only able to reach our potential by gaining the insight that others have. Our true self

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The Paradox of Self-Perspective

No one outside of ourselves has the complete context that makes us who we are today, but our own perspective blinds us from seeing what everyone else experiences. So how do we grow? Beneficial growth doesn’t happen by accident. Our biases like to tell us that everything will be good enough. This is especially true about ourselves.

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A Want to Situation

Intentional systems of communication and feedback need to not only be implemented, they have to be seen by the team culture as vital or they will feel like homework. If the leader wants to improve but the teams is content with the status quo, reporting will feel like busy work. Teams that are committed to improve and

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No News Isn’t Always Good

No news isn’t always good news because perhaps I just don’t have a system to intentionally receive news. When we want nothing to be wrong, we believe that the lack of obvious dysfunction confirms that desired belief. A leader that truly desires to improve the team needs to actively look for areas of improvement that are found

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When we let someone off the hook, we allow the team to abide mistakes when they shouldn’t in order to preserve a pleasant and positive atmosphere. This only lasts so long because when mistakes become the norm, the team will eventually become embarrassed and nothing overcomes sentimental protection of feelings like embarrassment. The concern for feelings usually

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Off the Hook

Why are we so quick to let people off the hook? When a mistake is made, it is completely logical to address the mistake and learn from it. Why then do we say that “it’s ok” when it’s truly not ok? Sentimental feelings can cloud my thinking when I don’t want to make someone feel bad by

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