Re: feedback on feedback. It's more of a polarity / dynamic balance to be managed between feedback and self reflection (more here: https://medium.com/org-hacking/the-feedback-self-reflection-polarity-e170e1c7210f) both have blindspots so over-reliance on either one would lead to a sub-optimal outcome. The conclusion is overly simplistic. It easily breaks down when you think about situations when a master practitioner gives feedback to an apprentice. Or when two peers are collaborating. While your capability goes through a layer of subjective interpretation, that perception impacts the quality of collaboration. And while you can't fully control it, you do have some agency in shaping it.
Re: feedback on feedback. It's more of a polarity / dynamic balance to be managed between feedback and self reflection (more here: https://medium.com/org-hacking/the-feedback-self-reflection-polarity-e170e1c7210f) both have blindspots so over-reliance on either one would lead to a sub-optimal outcome. The conclusion is overly simplistic. It easily breaks down when you think about situations when a master practitioner gives feedback to an apprentice. Or when two peers are collaborating. While your capability goes through a layer of subjective interpretation, that perception impacts the quality of collaboration. And while you can't fully control it, you do have some agency in shaping it.
Intriguing perspective, haven't thought of this before. Thanks, Itamar!
Bülent