In the Absence of Feedback

Episode notes

Register to be part of future conversations in real time here Or schedule a time to talk directly to our team here Key Highlights The praise-stingy paradox: Leaders with extremely high standards tend to withhold feedback because excellence is simply expected - but this silence causes people to presume negative, making regular feedback essential even for high performers The 2x2 feedback framework: Effective feedback balances valence (how it's received - positive or negative) with utility (how actionable it is), aiming for the "Holy Grail" of positive reception with high usefulness while avoiding the "insult bucket" Be specific when seeking feedback: Never ask "Give me some feedback" - instead, identify one specific area you're working on and ask people who see you in action to tell you when they observe you doing it well or poorly Leading without domain expertise: When leading people whose expertise exceeds your own, focus on developmental experiences, removing roadblocks, and creating high-performing team dynamics rather than trying to match their technical knowledge The 1-10 framework for actionable feedback: Ask "On a scale of 1-10, how am I doing as your [role]?" then follow…