Peg Calvario talks about how feedback can give us insight into ourselves and how we can utilize it in our own development.

Feedback is just information. We’re the ones that put the label: it’s positive feedback or negative feedback. But really, I think feedback, if we take those labels off, it’s just information. And sometimes that information tells us as much about us and what we are doing as it does about the person sharing it with us, what they value in the world, how they see us, what they want from us.

Laine Joelson Cohen talks about her experience as the Head of Learning for HR at Citi and the ways she’s seen feedback to be effective and helpful.

In this special episode of Simply Feedback we share the responses of 9 of our previous guests to the question: Can you tell us about a time when you received feedback that affected you in a profound way?

Rob Fazio discusses his new book, BullyProof: Using Subtle Strength to Influence Alphas and Strengthen Society.

Glade Holman shares why the “feedback sandwich” doesn’t work and a better approach. He also discusses “Generative Feedback”, and the importance of teaching people how to receive feedback regardless of how it’s delivered. People can learn to receive feedback graciously and act on it visibly. Finally, he provides a powerful 3-step model to make great use of feedback and help others rewrite their narrative about you.

Deanne shares the importance of giving feedback in simple, frequent ways to help people become their best selves.

Stephen M. R. Covey is the bestselling author of The Speed of Trust and of the brand new book Trust & Inspire. He talks about his new book and how the principle of trust is crucial in creating a positive feedback culture.

Marla Carson is the Director of Culture and Engagement at SEI. She shares the importance of both formal and informal feedback in creating a workplace culture where both individuals and organizations can thrive.

Barry Rellaford is the lead coach at the Sorensen Center for Moral and Ethical Leadership at Brigham Young University. He shares the importance of trust in creating an effective feedback culture.