Dylan Whitlock’s Reviews > Thanks for the Feedback: The Science and Art of Receiving Feedback Well > Status Update

INTERESTING:
Superior Temporal Sulcus (STS) is responsible for interpreting others' voices and words but turns off when we speak! This is thought to be the main reason why we don't hear the tone of our voice the way others do

Blind Spot: something others see about us that we don't see
Blind spots are often behavior or facial expressions/body language

wrong spotting vs difference spotting:

wrong spotting (their FB is wrong bc of x,y,z) is much easier to do than stopping and asking why they view ____ the way they do. Difference spotting helps the giver and receiver by understanding each other's perspectives and coming to a conclusion about how they can each do better

FB Data: what we take in to give feedback about, can lead to us just creating labels and delivering it as FB when really it's something we interpreted and filled in the gaps to then deliver as FB.
In these last few pages, I am observing how FB can be non-specific a lot of the time as well as fueled by our observations + past experiences

Wrong Spotting can lead to not being able to learn from feedback. You're just pointing out what's wrong about the FB being given to you. It is understandable that we want to defend ourselves when given FB that is wrong but it is more beneficial if we try to understand why we might be getting this FB, in general

Appreciation, Coaching, Evaluation are three kinds of FB people seek. Sometimes "cross-transactions" happen where someone may be looking for one thing when they ask for FB and get another.
Evaluation is imbedded in appreciation as well as coaching (mostly coaching)

Just to try to break things up in my head, what I'm getting is:

- There's three types of triggers for how we respond to feedback
- There's three types of feedback that we often seek
- The three types of FB that seem similar but aren't are appreciation, coaching, and evaluation

In this last chapter, I read about the three main triggers: truth, relationship, and identity. I also took specific note of how when we are presented with feedback, our responses could also be feedback for the original "giver." While both pieces of FB are important, it is equally important to keep them separate conversations because they can be vastly different from each other.

(using this to keep track of thoughts instead of highlighting)

feedback in the workplace: "feedback-seeking behavior is linked to higher job satisfaction...seeking out negative feedback is associated with higher performance ratings"

I find this interesting bc I consider myself someone who is good at taking feedback (and wants it) in general, but I'm only good at this in the workplace and not so much in real life