0:04
[Music]
0:06
s today with your host Charlene
0:08
Authority and leadership development and
0:10
Hala an expert Community Builder the Pod
0:13
all about best practices to get you
0:15
noticed and ahead in your professional
0:17
life
0:19
hello I was going to say good morning
0:21
but it's not good morning so good
0:22
afternoon hello hi good afternoon
0:25
Charlene how are you doing long time no
0:28
talk I know I know it has been but it's
0:31
always so nice when we get to
0:34
um you know reconnect and I think that
0:36
it's it's so funny because we left our
0:38
last podcast of like how do we deal with
0:41
feedback and we're kicking this one off
0:43
with mastering feedback and seeking
0:45
perspective and understanding and it
0:49
really hit me so quickly that
0:52
really the number one thing I would say
0:55
about feedback where we ended last time
0:56
is really time and space right giving
1:01
time and space which which we've had a
1:03
lot of time and space between our last
1:05
podcast which is sad because we missed
1:08
each other and we missed sharing and and
1:10
connecting with everybody and on the
1:13
other hand it really just open for A New
1:15
Perspective so what are you thinking
1:17
about all that
1:19
you know it's really interesting that
1:20
you say that I think any time you give
1:22
feedback to someone and anytime you
1:24
receive it you need to take a breath
1:26
It's like because when you get feedback
1:28
there's always like a layer of potential
1:31
criticism in there and everybody gets
1:34
defensive as soon as you get critiqued
1:37
so you need to like they say when you're
1:39
angry never send an email never send a
1:42
text never pick up the phone when you're
1:43
angry just like let it simmer down until
1:46
like head's cool and you actually get to
1:49
what you feel about it so I think it's
1:51
the same with feedback right your
1:52
initial reaction to a feedback could be
1:54
very defensive
1:56
yeah I I it's funny you said feedback
2:00
could potentially be
2:02
criticism and I do you feel it's always
2:06
criticism or or I mean looking unless
2:08
I'm saying you're the greatest ever
2:10
let's go with feedback in the pursuit of
2:14
change
2:15
um in a different direction right like
2:17
other than like you're an amazing
2:18
hilarious
2:20
well look I think that
2:23
feedback is always going to be perceived
2:26
as criticism unless you feel like
2:30
tremendous confidence and you feel very
2:33
comfortable being in your position
2:35
because if you feel very comfortable
2:37
being in your position you're
2:39
essentially a partner with the person
2:40
who's giving you the feedback it doesn't
2:43
feel like an evaluation or a feedback it
2:45
just feels like okay we're brainstorming
2:47
how can we shift pivot make it better
2:49
and you're in it right there but when
2:51
you feel like you're getting evaluated
2:53
there is this hierarchy that's going on
2:56
and I think because of that it's more
2:59
likely that a person perceives it as
3:00
criticism rather than let's work
3:03
together I love the company diving into
3:06
what you just said the hierarchy of your
3:08
own personal emotions right because this
3:10
is really about
3:12
um seeking and understanding feedback
3:13
when it is given to you not giving
3:15
feedback to someone else in in this
3:17
podcast and that's there's 400 things
3:20
going on in your mind when someone's
3:22
talking to you right first right like no
3:24
that's not true right and then you're
3:25
like okay it is true or you're a person
3:27
who like oh my God everything I need to
3:29
change everything about myself now there
3:31
you have 1000 things going on in your
3:33
mind at the same time and I and I think
3:36
part of giving the space and time is
3:38
even look I'm an outward processor and
3:41
even for me sometimes we just need to
3:43
like break those things apart right
3:45
especially if someone who's giving you
3:47
the feedback isn't so great at giving
3:49
feedback so you've got to like pull out
3:51
the emotions from it
3:53
um and even if they are great if it's
3:55
something you just didn't want to hear
3:56
or frankly if it's something you were
3:57
already beating yourself up over and it
4:00
it's so many things so really just like
4:03
if if you can get to a place where
4:05
you're listening you're taking it in and
4:07
then you just give yourself time to
4:09
react you just take that space because
4:12
even the worst things like six months
4:14
honestly even six hours later just feel
4:16
differently
4:17
it's true which is why I think it's
4:21
tremendously important that when you get
4:22
feedback you try and find a sounding
4:25
board right find somebody else who you
4:28
trust who you can bounce it off of who
4:31
is objective who's not always like
4:33
completely takes you know we all have
4:35
those friends who whatever you say
4:37
they're like yeah you're absolutely
4:38
right you dated that guy and you broke
4:40
up he sucks let's go kill him right like
4:43
you don't want to go to that friend you
4:45
want to go to your friend who has a
4:47
professional head about them because
4:49
you're going to them about your
4:50
profession and your job who will be that
4:52
sounding board who can help you look at
4:54
the feedback that you got in the most
4:56
objective way and in the way that is
4:57
most informative for you to be
5:01
successful in your profession when I was
5:04
younger I had this thing like if I told
5:08
a story three times it like let out my
5:10
emotion like I was no longer invested in
5:12
that was it sorry like that was like a
5:14
magic was it really was I really know it
5:17
because my my husband by the time I
5:19
would like talk to Three Friends by the
5:21
time he's like how was it are you okay
5:22
I'm like I'm fine
5:24
and it would almost happen like
5:26
clockwork every time
5:27
I was so emotional about I talked to you
5:31
know the first person and it like and it
5:33
wasn't for me it wasn't like a system
5:35
thing it was like I was just talking to
5:36
my friends about what happened I wonder
5:39
if that's you or if that's like a magic
5:40
number that's for most people like I'm
5:43
curious about three uh there it is do
5:46
you remember that I do remember
5:50
it's a classic and a good one it is so
5:54
it's I I don't know I um I I here's what
5:58
I'll say I don't know if three is a
5:59
magic number for everybody but I imagine
6:01
there is a number for you of that
6:04
sounding board and I think you're so
6:06
right on think about who you're asking
6:09
but maybe it's okay to be like this is
6:11
my person that's gonna like build me up
6:13
and I'm like yeah yeah and then we get
6:15
to the next person who and like you're
6:17
like your Edge is already off a little
6:18
bit right where you're like okay this is
6:21
what happened you know and so finding
6:24
multiple people in multiple sources it
6:27
also doesn't have to be people I wonder
6:28
you know we were talking a little about
6:30
journaling could journaling be a
6:32
sounding board that's interesting and
6:34
could chat chibi TV Assam anymore let's
6:36
go AI I mean yeah I I do think like
6:39
journaling can be a sounding board
6:41
because you are potentially speaking
6:43
with yourself and and bringing yourself
6:45
down from a cliff if you were really
6:47
emotional about it but know thyself some
6:50
people yes cannot bring themselves to a
6:53
space and well instead like reciprocate
6:56
and make it worse and intensify whatever
6:58
feedback that they got negative or
7:00
positive right it's also not okay I
7:02
think to run away with positive feedback
7:05
and and not be aware of everything else
7:07
that's there right so yes no I think
7:10
knowing yourself is is incredibly
7:12
important but it brings us to our third
7:15
point which is listening to understand
7:18
right
7:20
um You need to listen to understand not
7:22
just the feedback but if you are using
7:25
someone else's sound as a sounding board
7:28
you really want to get to what they're
7:30
saying you don't want to be saying oh
7:31
wait wait that's what I'm saying like
7:33
you can't cut off people constantly
7:34
because you're trying to put your
7:36
framing on their interpretation
7:40
yeah I so this thing to understand is
7:42
one of the base levels of dialogue
7:44
practice that that I used and it's often
7:47
used in like a very charged situation
7:48
where I believe one thing and you
7:50
believe another thing and so often we're
7:53
listening to critique and this is the
7:54
same with feedback right your your boss
7:57
is like I really wish you said X instead
7:59
of Y right and you're like no but this
8:01
is why I did it right and instead of
8:04
having that like conflict or competitive
8:06
attitude you're just listening to see
8:08
what you don't understand right like if
8:12
your boss is saying like maybe you know
8:14
you really took a step back in that
8:15
meeting that's let's use a concrete
8:17
example and in your head you're like
8:19
yeah because I didn't have authority and
8:21
I didn't have this and I didn't have
8:22
that and your but your feedback is your
8:25
boss is telling you and instead of
8:27
saying well you put me in that place to
8:29
not be able to it's like okay what am I
8:32
what am I not understanding maybe that
8:34
what I'm hearing now is my boss actually
8:37
is giving media Authority it's whatever
8:40
else is making me feel like I didn't
8:42
have it and then that means that as a
8:45
critical skill I need to start working
8:46
on
8:48
um how and when to express myself
8:49
because that's the piece I didn't
8:51
understand that I didn't understand
8:52
about myself
8:54
I think it's hard to listen to
8:56
understand because even if we have
9:00
confidence in our abilities even if we
9:02
are coming from a space of trying to be
9:05
open to it I think a lot of times people
9:07
have fear that an evaluation could mean
9:10
that it's going to affect their
9:12
compensation or they might lose their
9:14
job if you're in a bad job environment
9:17
right and that that like brings about
9:20
like a guttural fear that everyone has
9:22
of being able to sustain themselves and
9:24
I think when you come from that place of
9:26
fear it's very easy to get defensive and
9:29
protective so I think that's you know
9:32
the reasoning behind why it's hard to
9:34
listen to understand and sometimes I
9:37
wonder what you think about this
9:38
Charlene like the office politics of
9:41
acknowledging that you need to you know
9:44
fix something and change something maybe
9:47
there's this way to do it in a way not
9:50
to do it because you could yeah it might
9:52
not reflect well or it might reflect
9:55
well depending on how you hey
9:58
100 there's ways to do it and ways not
10:01
to do it and I and I think that you know
10:05
for your own personal growth no matter
10:07
what environment you're in you are
10:10
listening to understand the better
10:11
yourself right it's really about you and
10:14
your personal and professional growth no
10:16
matter who or what is coming at you pull
10:19
apart what works for you what doesn't
10:21
work for you after you've given your
10:22
spouse base you've vented you've done
10:24
all of that work then it's just is sit
10:28
with it and be like okay that person was
10:30
toxic 95 of what they said is garbage
10:34
um but here's this one thing I'm going
10:36
to take away and I'm going to take it to
10:39
my next job right because I want to end
10:41
with with the number four which we
10:43
usually only have three tips but today
10:45
we have four tips
10:47
um is really sometimes it's just a toxic
10:50
environment right you just have to leave
10:53
right sometimes it's just it doesn't
10:55
work and even if it's not a toxic
10:57
environment for others it just might not
10:59
be something that works for you it might
11:01
not be a good fit of Personality it's a
11:04
good fit of a profession a good fit of
11:06
what skills you bring to the table and
11:09
the experience that you have so it is
11:11
okay to consider that and you know
11:13
whenever something doesn't work there's
11:15
other opportunities there's plenty of
11:16
opportunities out there and your goal is
11:19
to find the best fit for your skill set
11:21
in order to shine and succeed in your
11:25
profession I actually think emerging
11:27
professionals are actually much better
11:29
at this than than any of the other
11:31
Generations right I think I agree then
11:35
our generation see that's just coming
11:36
into the workforce now is just so much
11:39
better at being like this isn't aligned
11:40
with who or what I am and and there's
11:43
other places to go and I and I think
11:46
that there is absolutely something to be
11:48
learned for that I I do think you know
11:50
we put moving on as number four because
11:52
I it shouldn't be your first go-to right
11:55
for for any generation it should be do
11:58
the work and think about what is going
12:00
to be best for you personally
12:03
um and then go ahead and and move on
12:06
which and you can move on for 100
12:08
reasons right yeah
12:09
so yeah I totally agree all right so I'm
12:12
gonna try and wrap it up for us and
12:14
summarize so you're you're out there
12:16
you're getting feedback right it's time
12:19
for your evaluation your monthly yearly
12:21
I hope it's not monthly or weekly that's
12:22
really painful although that does happen
12:27
if feedback is done correctly which
12:30
again not with this podcast but it
12:31
actually is daily that you are not
12:33
waiting right I I think your final
12:36
performance evaluation there should be
12:37
absolutely nothing new you've learned
12:39
that is true if you've got good working
12:42
relationships yes there's always back
12:44
and forth so you're here is how we're
12:47
going to wrap it up number one you're
12:49
getting this feedback give it a little
12:50
space give it a little time you want to
12:52
be able to let it sink in a little bit
12:55
number two find a sounding board someone
12:58
else who can give you perspective who
13:00
can bring you down off the wire that
13:01
you're on and let you focus on what
13:03
needs to happen number three listen to
13:06
understand the goal here is for you to
13:09
be the best employee that you can be and
13:11
the best version of you in your
13:13
profession and if all else fails folks
13:15
move on
13:18
yeah so and I want to score all under
13:21
for all of this with hello what you
13:23
mentioned somewhere in the middle of the
13:24
podcast that this is about you and this
13:25
is about what works for you absolutely
13:28
take these pieces and incorporate what
13:31
we're so yes have challenge right if you
13:33
are not a journaler and you're like that
13:35
might help me process please challenge
13:36
yourself to to try it once or twice but
13:40
but really
13:42
think this is about ex listening to
13:44
feedback is about your own professional
13:46
professional and personal growth and
13:48
what works
13:49
um so and really this is about mastering
13:51
feedback where you're seeking your
13:54
perspective and understanding so thanks
13:56
for joining us today everybody thank you
13:58
everybody and remember to learn a little
14:01
bit more every day until next week can't
14:04
wait to see you all on the next week
14:05
okay I think I have a uh uh outro song
14:09
let's see if it works
English (auto-generated)
[Music]
0:06
s today with your host Charlene
0:08
Authority and leadership development and
0:10
Hala an expert Community Builder the Pod
0:13
all about best practices to get you
0:15
noticed and ahead in your professional
0:17
life
0:19
hello I was going to say good morning
0:21
but it's not good morning so good
0:22
afternoon hello hi good afternoon
0:25
Charlene how are you doing long time no
0:28
talk I know I know it has been but it's
0:31
always so nice when we get to
0:34
um you know reconnect and I think that
0:36
it's it's so funny because we left our
0:38
last podcast of like how do we deal with
0:41
feedback and we're kicking this one off
0:43
with mastering feedback and seeking
0:45
perspective and understanding and it
0:49
really hit me so quickly that
0:52
really the number one thing I would say
0:55
about feedback where we ended last time
0:56
is really time and space right giving
1:01
time and space which which we've had a
1:03
lot of time and space between our last
1:05
podcast which is sad because we missed
1:08
each other and we missed sharing and and
1:10
connecting with everybody and on the
1:13
other hand it really just open for A New
1:15
Perspective so what are you thinking
1:17
about all that
1:19
you know it's really interesting that
1:20
you say that I think any time you give
1:22
feedback to someone and anytime you
1:24
receive it you need to take a breath
1:26
It's like because when you get feedback
1:28
there's always like a layer of potential
1:31
criticism in there and everybody gets
1:34
defensive as soon as you get critiqued
1:37
so you need to like they say when you're
1:39
angry never send an email never send a
1:42
text never pick up the phone when you're
1:43
angry just like let it simmer down until
1:46
like head's cool and you actually get to
1:49
what you feel about it so I think it's
1:51
the same with feedback right your
1:52
initial reaction to a feedback could be
1:54
very defensive
1:56
yeah I I it's funny you said feedback
2:00
could potentially be
2:02
criticism and I do you feel it's always
2:06
criticism or or I mean looking unless
2:08
I'm saying you're the greatest ever
2:10
let's go with feedback in the pursuit of
2:14
change
2:15
um in a different direction right like
2:17
other than like you're an amazing
2:18
hilarious
2:20
well look I think that
2:23
feedback is always going to be perceived
2:26
as criticism unless you feel like
2:30
tremendous confidence and you feel very
2:33
comfortable being in your position
2:35
because if you feel very comfortable
2:37
being in your position you're
2:39
essentially a partner with the person
2:40
who's giving you the feedback it doesn't
2:43
feel like an evaluation or a feedback it
2:45
just feels like okay we're brainstorming
2:47
how can we shift pivot make it better
2:49
and you're in it right there but when
2:51
you feel like you're getting evaluated
2:53
there is this hierarchy that's going on
2:56
and I think because of that it's more
2:59
likely that a person perceives it as
3:00
criticism rather than let's work
3:03
together I love the company diving into
3:06
what you just said the hierarchy of your
3:08
own personal emotions right because this
3:10
is really about
3:12
um seeking and understanding feedback
3:13
when it is given to you not giving
3:15
feedback to someone else in in this
3:17
podcast and that's there's 400 things
3:20
going on in your mind when someone's
3:22
talking to you right first right like no
3:24
that's not true right and then you're
3:25
like okay it is true or you're a person
3:27
who like oh my God everything I need to
3:29
change everything about myself now there
3:31
you have 1000 things going on in your
3:33
mind at the same time and I and I think
3:36
part of giving the space and time is
3:38
even look I'm an outward processor and
3:41
even for me sometimes we just need to
3:43
like break those things apart right
3:45
especially if someone who's giving you
3:47
the feedback isn't so great at giving
3:49
feedback so you've got to like pull out
3:51
the emotions from it
3:53
um and even if they are great if it's
3:55
something you just didn't want to hear
3:56
or frankly if it's something you were
3:57
already beating yourself up over and it
4:00
it's so many things so really just like
4:03
if if you can get to a place where
4:05
you're listening you're taking it in and
4:07
then you just give yourself time to
4:09
react you just take that space because
4:12
even the worst things like six months
4:14
honestly even six hours later just feel
4:16
differently
4:17
it's true which is why I think it's
4:21
tremendously important that when you get
4:22
feedback you try and find a sounding
4:25
board right find somebody else who you
4:28
trust who you can bounce it off of who
4:31
is objective who's not always like
4:33
completely takes you know we all have
4:35
those friends who whatever you say
4:37
they're like yeah you're absolutely
4:38
right you dated that guy and you broke
4:40
up he sucks let's go kill him right like
4:43
you don't want to go to that friend you
4:45
want to go to your friend who has a
4:47
professional head about them because
4:49
you're going to them about your
4:50
profession and your job who will be that
4:52
sounding board who can help you look at
4:54
the feedback that you got in the most
4:56
objective way and in the way that is
4:57
most informative for you to be
5:01
successful in your profession when I was
5:04
younger I had this thing like if I told
5:08
a story three times it like let out my
5:10
emotion like I was no longer invested in
5:12
that was it sorry like that was like a
5:14
magic was it really was I really know it
5:17
because my my husband by the time I
5:19
would like talk to Three Friends by the
5:21
time he's like how was it are you okay
5:22
I'm like I'm fine
5:24
and it would almost happen like
5:26
clockwork every time
5:27
I was so emotional about I talked to you
5:31
know the first person and it like and it
5:33
wasn't for me it wasn't like a system
5:35
thing it was like I was just talking to
5:36
my friends about what happened I wonder
5:39
if that's you or if that's like a magic
5:40
number that's for most people like I'm
5:43
curious about three uh there it is do
5:46
you remember that I do remember
5:50
it's a classic and a good one it is so
5:54
it's I I don't know I um I I here's what
5:58
I'll say I don't know if three is a
5:59
magic number for everybody but I imagine
6:01
there is a number for you of that
6:04
sounding board and I think you're so
6:06
right on think about who you're asking
6:09
but maybe it's okay to be like this is
6:11
my person that's gonna like build me up
6:13
and I'm like yeah yeah and then we get
6:15
to the next person who and like you're
6:17
like your Edge is already off a little
6:18
bit right where you're like okay this is
6:21
what happened you know and so finding
6:24
multiple people in multiple sources it
6:27
also doesn't have to be people I wonder
6:28
you know we were talking a little about
6:30
journaling could journaling be a
6:32
sounding board that's interesting and
6:34
could chat chibi TV Assam anymore let's
6:36
go AI I mean yeah I I do think like
6:39
journaling can be a sounding board
6:41
because you are potentially speaking
6:43
with yourself and and bringing yourself
6:45
down from a cliff if you were really
6:47
emotional about it but know thyself some
6:50
people yes cannot bring themselves to a
6:53
space and well instead like reciprocate
6:56
and make it worse and intensify whatever
6:58
feedback that they got negative or
7:00
positive right it's also not okay I
7:02
think to run away with positive feedback
7:05
and and not be aware of everything else
7:07
that's there right so yes no I think
7:10
knowing yourself is is incredibly
7:12
important but it brings us to our third
7:15
point which is listening to understand
7:18
right
7:20
um You need to listen to understand not
7:22
just the feedback but if you are using
7:25
someone else's sound as a sounding board
7:28
you really want to get to what they're
7:30
saying you don't want to be saying oh
7:31
wait wait that's what I'm saying like
7:33
you can't cut off people constantly
7:34
because you're trying to put your
7:36
framing on their interpretation
7:40
yeah I so this thing to understand is
7:42
one of the base levels of dialogue
7:44
practice that that I used and it's often
7:47
used in like a very charged situation
7:48
where I believe one thing and you
7:50
believe another thing and so often we're
7:53
listening to critique and this is the
7:54
same with feedback right your your boss
7:57
is like I really wish you said X instead
7:59
of Y right and you're like no but this
8:01
is why I did it right and instead of
8:04
having that like conflict or competitive
8:06
attitude you're just listening to see
8:08
what you don't understand right like if
8:12
your boss is saying like maybe you know
8:14
you really took a step back in that
8:15
meeting that's let's use a concrete
8:17
example and in your head you're like
8:19
yeah because I didn't have authority and
8:21
I didn't have this and I didn't have
8:22
that and your but your feedback is your
8:25
boss is telling you and instead of
8:27
saying well you put me in that place to
8:29
not be able to it's like okay what am I
8:32
what am I not understanding maybe that
8:34
what I'm hearing now is my boss actually
8:37
is giving media Authority it's whatever
8:40
else is making me feel like I didn't
8:42
have it and then that means that as a
8:45
critical skill I need to start working
8:46
on
8:48
um how and when to express myself
8:49
because that's the piece I didn't
8:51
understand that I didn't understand
8:52
about myself
8:54
I think it's hard to listen to
8:56
understand because even if we have
9:00
confidence in our abilities even if we
9:02
are coming from a space of trying to be
9:05
open to it I think a lot of times people
9:07
have fear that an evaluation could mean
9:10
that it's going to affect their
9:12
compensation or they might lose their
9:14
job if you're in a bad job environment
9:17
right and that that like brings about
9:20
like a guttural fear that everyone has
9:22
of being able to sustain themselves and
9:24
I think when you come from that place of
9:26
fear it's very easy to get defensive and
9:29
protective so I think that's you know
9:32
the reasoning behind why it's hard to
9:34
listen to understand and sometimes I
9:37
wonder what you think about this
9:38
Charlene like the office politics of
9:41
acknowledging that you need to you know
9:44
fix something and change something maybe
9:47
there's this way to do it in a way not
9:50
to do it because you could yeah it might
9:52
not reflect well or it might reflect
9:55
well depending on how you hey
9:58
100 there's ways to do it and ways not
10:01
to do it and I and I think that you know
10:05
for your own personal growth no matter
10:07
what environment you're in you are
10:10
listening to understand the better
10:11
yourself right it's really about you and
10:14
your personal and professional growth no
10:16
matter who or what is coming at you pull
10:19
apart what works for you what doesn't
10:21
work for you after you've given your
10:22
spouse base you've vented you've done
10:24
all of that work then it's just is sit
10:28
with it and be like okay that person was
10:30
toxic 95 of what they said is garbage
10:34
um but here's this one thing I'm going
10:36
to take away and I'm going to take it to
10:39
my next job right because I want to end
10:41
with with the number four which we
10:43
usually only have three tips but today
10:45
we have four tips
10:47
um is really sometimes it's just a toxic
10:50
environment right you just have to leave
10:53
right sometimes it's just it doesn't
10:55
work and even if it's not a toxic
10:57
environment for others it just might not
10:59
be something that works for you it might
11:01
not be a good fit of Personality it's a
11:04
good fit of a profession a good fit of
11:06
what skills you bring to the table and
11:09
the experience that you have so it is
11:11
okay to consider that and you know
11:13
whenever something doesn't work there's
11:15
other opportunities there's plenty of
11:16
opportunities out there and your goal is
11:19
to find the best fit for your skill set
11:21
in order to shine and succeed in your
11:25
profession I actually think emerging
11:27
professionals are actually much better
11:29
at this than than any of the other
11:31
Generations right I think I agree then
11:35
our generation see that's just coming
11:36
into the workforce now is just so much
11:39
better at being like this isn't aligned
11:40
with who or what I am and and there's
11:43
other places to go and I and I think
11:46
that there is absolutely something to be
11:48
learned for that I I do think you know
11:50
we put moving on as number four because
11:52
I it shouldn't be your first go-to right
11:55
for for any generation it should be do
11:58
the work and think about what is going
12:00
to be best for you personally
12:03
um and then go ahead and and move on
12:06
which and you can move on for 100
12:08
reasons right yeah
12:09
so yeah I totally agree all right so I'm
12:12
gonna try and wrap it up for us and
12:14
summarize so you're you're out there
12:16
you're getting feedback right it's time
12:19
for your evaluation your monthly yearly
12:21
I hope it's not monthly or weekly that's
12:22
really painful although that does happen
12:27
if feedback is done correctly which
12:30
again not with this podcast but it
12:31
actually is daily that you are not
12:33
waiting right I I think your final
12:36
performance evaluation there should be
12:37
absolutely nothing new you've learned
12:39
that is true if you've got good working
12:42
relationships yes there's always back
12:44
and forth so you're here is how we're
12:47
going to wrap it up number one you're
12:49
getting this feedback give it a little
12:50
space give it a little time you want to
12:52
be able to let it sink in a little bit
12:55
number two find a sounding board someone
12:58
else who can give you perspective who
13:00
can bring you down off the wire that
13:01
you're on and let you focus on what
13:03
needs to happen number three listen to
13:06
understand the goal here is for you to
13:09
be the best employee that you can be and
13:11
the best version of you in your
13:13
profession and if all else fails folks
13:15
move on
13:18
yeah so and I want to score all under
13:21
for all of this with hello what you
13:23
mentioned somewhere in the middle of the
13:24
podcast that this is about you and this
13:25
is about what works for you absolutely
13:28
take these pieces and incorporate what
13:31
we're so yes have challenge right if you
13:33
are not a journaler and you're like that
13:35
might help me process please challenge
13:36
yourself to to try it once or twice but
13:40
but really
13:42
think this is about ex listening to
13:44
feedback is about your own professional
13:46
professional and personal growth and
13:48
what works
13:49
um so and really this is about mastering
13:51
feedback where you're seeking your
13:54
perspective and understanding so thanks
13:56
for joining us today everybody thank you
13:58
everybody and remember to learn a little
14:01
bit more every day until next week can't
14:04
wait to see you all on the next week
14:05
okay I think I have a uh uh outro song
14:09
let's see if it works
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