I love how the book breaks down feedback into 3 basic types: appreciation, evaluation, and coaching. In particular, the authors provide a great argument for the importance of coaching feedback, and they also show how the 3 types can be confused quite easily. For example, when meeting with a supervisor, we may be looking for appraisal, when we instead receive evaluation, which thus causes problems that inhibit personal and professional growth. In this way, the book focuses on how to receive feedback with skill and offers useful advice for learning how to listen better.
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