These are great responses Marshall. What I like most about them is that when and if you follow them you are demonstrating poise and grace which can often cause the other person - and you - to have more respect, esteem and admiration for you, because so few people demonstrate that when they receive negative feedback. When you receive negative feedback, it sometimes helps to build into you psyche and have at the ready a thought - and I usually hear it as a statement from one of my eight deceased mentors - "Opportunity for poise." That can then trigger your following these great tips from Marshall.
Totally agree, however at times I have found myself in a situation, where it helped for that moment.. but not sure if it’s helping long term. The person did not reflect on his behaviour..and therefore it’s become a norm.. him believing that it’s me who’s always wrong… and that I would eventually apologise!!!
I like this for so many reasons especially the practical steps that leaders can take. Even more, this really lets the stakeholder/rarer know you’ve heard them and will work on them. Perception is reality and when they feel heard they see our changes!
Thanks Marshall as usual you make us think. One thing I learned is trying not to use the word "BUT" after an apology. It negates everything you have previously mentioned.
These are great responses Marshall. What I like most about them is that when and if you follow them you are demonstrating poise and grace which can often cause the other person - and you - to have more respect, esteem and admiration for you, because so few people demonstrate that when they receive negative feedback. When you receive negative feedback, it sometimes helps to build into you psyche and have at the ready a thought - and I usually hear it as a statement from one of my eight deceased mentors - "Opportunity for poise." That can then trigger your following these great tips from Marshall.
Totally agree, however at times I have found myself in a situation, where it helped for that moment.. but not sure if it’s helping long term. The person did not reflect on his behaviour..and therefore it’s become a norm.. him believing that it’s me who’s always wrong… and that I would eventually apologise!!!
I like this for so many reasons especially the practical steps that leaders can take. Even more, this really lets the stakeholder/rarer know you’ve heard them and will work on them. Perception is reality and when they feel heard they see our changes!
This is so helpful and applicable, NOW!
Thanks Marshall as usual you make us think. One thing I learned is trying not to use the word "BUT" after an apology. It negates everything you have previously mentioned.