{
  "$type": "site.standard.document",
  "canonicalUrl": "https://jacob.blog/notes/giving-good-feedback",
  "path": "/notes/giving-good-feedback",
  "publishedAt": "2025-05-23T00:00:00.000Z",
  "site": "at://did:plc:ckthoyuvsmkp254fyuinyzb2/site.standard.publication/3mndm6tiamb26",
  "tags": [
    "feedback",
    "management"
  ],
  "textContent": "Giving good feedback requires intentional effort.\n\nA good place to start is the _Daring Feedback Checklist_ from Brené Brown. This lays out the necessary conditions for feedback to be given and received well.\n\n> [!NOTE] Daring Feedback Checklist (Brené Brown)\n>\n> _I know that I’m ready to give feedback when..._\n>\n> - I’m ready to sit next to you rather than across from you.\n> - I’m willing to put the problem in front of us rather than between us (or sliding it toward you).\n> - I’m ready to listen, ask questions, and accept that I may not fully understand the issue.\n> - I’m ready to acknowledge what you do well instead of picking apart your mistakes.\n> - I recognize your strengths and how you can use them to address your challenges.\n> - I can hold you accountable without shaming or blaming.\n> - I am open to owning my part.\n> - I can genuinely thank someone for their efforts rather than criticize them for their failings.\n> - I can talk about how resolving these challenges will lead to growth and opportunity.\n> - I can model the vulnerability and openness that I expect to see from you.\n> - I am aware of power dynamics, implicit bias, and stereotypes.\n> \n> _source_\n\n1:1s are a good opportunity for direct, clear, high-signal feedback.",
  "title": "Giving good feedback"
}