Julie Zhuo: belief

Transcript context

…I love that. I completely agree. The challenge for most people, as you know, is giving feedback that people receive and don't feel defensive about and then receiving feedback and not being like, oh, no, they don't know. They don't know anything. How dare they say this about me? Could you give us maybe a tip or two for delivering feedback well and for receiving feedback well and maybe even just like seeking? How do you get more feedback? Because this all makes a lot of sense. Most of the time people don't get any feedback. The best way, the first step on getting feedback or delivering hard feedback is first go and actually establish that our relationship is one in which we value each other's contribution. We want to help each other grow. And therefore, we're going to be the kind of people that want to give feedback to each other every week. So when you first start working with someone, don't wait until something bad has happened. I have given feedback. That's already a pressurized situation. Start by saying, hey, really excited to work with you. I feel like our best collaboration is I want you to help me get better. I think I'm good at this stuff. I'm not so good at this stuff. What about you? OK, you think you're good at this stuff? How about we just work together and we just help each other get better at these things? And the way we're going to do that is all feedback is open. I want you to tell me everything. Ideally, you're going to then say, yeah, I want you to tell me everything. And we've already established that. And this is colleagues or manager or all?…

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