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Getting better feedback on your work | hellojames

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We often find ourselves in situations where feedback on our work isn't helpful. Perhaps it's too detailed too early, or maybe it's too extensive too late. How many times has a presentation, or even a project, been derailed because we didn't signal to our audience what we were showing them, and why, where our progress was, and what constructive comments we needed from them? When people don't have something significant to offer, or we don't tell them what kind of feedback we're seeking, they tend to search for anything at all to mention… usually with good intentions. This is where "can we change the blue..." tends to come from 😩 The psychology behind this is that people feel they're expected to comment. Sometimes it can be the expectancy effect — where a group's expectations about someone's behaviour influences that person's behaviour; at worst, it might be plain old seagull management — someone swoops in from nowhere, makes a lot of noise, dumps on everything, then flies off. We can us

Adapted from an old cartoon (original artist unknown) To receive constructive — and effective — feedback, we simply need to ask for it. We often find ourselves in situations where feedback on our work isn't helpful. Perhaps it's too detailed too early, or maybe it's too extensive too late. How many times has a presentation, or even a project, been derailed because we didn't signal to our audience what we were showing them, and why, where our progress was, and what constructive comments we needed from them? When people don't have something significant to offer, or we don't tell them what…

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