Feedback: UR DOIN IT WRONG

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I know that mature, thoughtful, and strategic leaders are comfortable with feedback. They can listen to your opinions, discern truth from bullshit, and move forward.

I am not a mature, thoughtful, or strategic leader. I write a blog on HR and workforce issues. Sorta.

So I’ve been thinking about two pieces of feedback I received during the past week.

  1. Laurie, you need to give us a reason to care about you. Who are you? What do you believe? Give us more Laurie and fewer posts with open-ended questions. Right now I could care less about your blog. Show your heart. (I promptly wrote this.)
  2. Your blog is too fluffy. Anyone who thinks seriously about work and the global economy will look elsewhere. They’re not coming to Punk Rock HR. Your blog is cute, it’s fun, but it’s fluff. (I rolled my eyes.)

I’m not looking for feedback on this post, and I’m really looking for feedback on my feedback. Christ, I don’t even want to write the word feedback in another sentence.

I just wonder how I can learn how to stop reacting to feedback before I digest it. I want to hear it, learn from it, and move forward in a positive way.

The sad part? I taught Corporate HR active listening courses. I mediated disputes in the workforce. I taught a course on diverse voices and respectful encounters in the workforce. Honestly, I cynically believed that neither party took that shit seriously. I also believed that feedback was for suckers.

Damnit, I’m so dumb. Youth is wasted on the young, and I lack some serious skills. If anyone wants to talk about how to give/receive feedback, and how to discern good information from bullshit, let’s do it. I’m ready. Comments are open.

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