Coaching practices for How to Get Honest Feedback
Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For How to Get Honest Feedback, these are the strongest matches in the current practice library.
Does this sound like the set of challenges you might be facing?
- I dish out plenty of feedback but I’ve never once asked my team to tell me what I’m getting wrong, and I think that’s exactly why they don’t trust that honesty around here is safe
- I have something honest I need to tell someone, and I’m stuck on how to say it
- I deliver my feedback as a finished verdict and then the other person just sits there closed off
- The instant someone gives me hard feedback I’m already explaining and defending myself
- Whenever I ask people how I’m doing I just get vague, polite reassurance
Practices that may help
- Ask for feedback before you give it
Earn the right to challenge by inviting challenge yourself, first.
Radical Candor, Made Practical - Adapt how you deliver feedback to the person’s style
Deliver the same honest feedback in the form the other person can actually hear it.
The Platinum Rule - Invite a response after delivering SBI
Close SBI by asking what the other person makes of it — not with a verdict.
The SBI Feedback Model, Made Practical - Receive feedback with minimal defensiveness
Treat feedback as data about others’ experience — not as a verdict on your character.
The Johari Window - Actively seek feedback on your blind spots
Ask specifically for what others see that you might not — with enough specificity to get honest answers.
The Johari Window - Make feedback flow in both directions
Give timely, specific feedback — and ask for it on your own management.
Effective One-on-Ones, Made Practical - Establish shared purpose before delivering critique
Frame critique as help toward a shared goal, not an evaluation from above.
The Feedback Sandwich: Why It Doesn’t Work and What to Do Instead - Share the review with someone who will ask honest questions
A review held privately is easier to fudge; one shared with an honest questioner is harder to rationalize.
The Annual Review (Tim Ferriss Method) - Ask what the person already knows before offering your assessment
Ask the person to evaluate their own performance before giving yours.
The Feedback Sandwich: Why It Doesn’t Work and What to Do Instead - Seek accurate feedback, not exclusively positive feedback
Train yourself to want feedback that is true over feedback that feels good.
Self-Verification Theory, Made Practical
Related concerns
- Ask For Honest Feedback
Earn the right to challenge by inviting challenge yourself, first.
Ask for feedback before you give it
- Honest Feedback Relationships
Give timely, specific feedback — and ask for it on your own management.
Make feedback flow in both directions
- Asking For Upward Feedback
Give timely, specific feedback — and ask for it on your own management.
- Building Trust Before Feedback
Trust others first, in bounded ways, before they have earned every dimension — it is how trust is built.
Extend trust deliberately to invite it
- Honest Feedback Is Caring
Two axes — care personally and challenge directly — define four quadrants; only one is radical candor.
Place feedback on the 2x2
- How To Ask For Candid Feedback
Earn the right to challenge by inviting challenge yourself, first.
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