A Quote by George Raveling
The best feedback is what we don't want to hear.
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Basically you're doing the best you possibly could do and until it's out there and until people are hearing good feedback, I guess that's how you know you've done something good. We're so close to it that it's hard to look outside because we're inside of it, so it's really nice when you hear good feedback on the outside.
There are a few people that I always say, "Hey, what do you think of this?" The minute that you know that you want this particular person to hear it, you know that you're pretty much done - although you're doing it to hear some feedback. It's a smart move to know whose ears you want.
Productive givers focus on acting in the long-term best interests of others, even if it's not pleasant. They have the courage to give the critical feedback we prefer not to hear, but truly need to hear. They offer tough love, knowing that we might like them less, but we'll come to trust and respect them more.
Step one is to take ownership of figuring strengths ans weaknesses out. It starts with writing them down but, to take ownership, you have got to seek feedback of those who directly observe you - this is scary and uncomfortable for many people. It's no fun to hear negative feedback and most people don't want to stick their necks out to give it to you. So, you have to ask.
Every artist wants some sort of feedback, because you make this music and you hope people love it and you want to hear if they love it and what they love about it, what their favorite song is, what they think the next single should be. I like to hear those things.
Real-time feedback and coaching promotes learning. When feedback is connected to compensation, feedback is muted, distorted, and given less frequently.
Avoid the 'squeaky wheel gets the grease' habit of overreacting to the loudest feedback. The first time you hear a particular piece of feedback, treat it like a clue and do some investigating. Find out how deep it goes - maybe it stops at the surface and won't be an issue, maybe not.
The feedback women are getting at work is amazingly ineffective or vague. You need to signal to your boss or senior colleagues that you want honest feedback, and that you promise not to take it too personally.
The people who go get an LL album want to hear LL. They don't want to hear LL trying to sound like DMX or whoever else is out there. That's not what they want to hear from me, because if they want to hear that they can go get the real thing.
No one reads my books until they're finished because I don't want feedback. It confuses me, and it changes things; if I get too much feedback, I get thrown off my path.
The biggest problem is that Facebook and Google are these giant feedback loops that give people what they want to hear. And when you use them in a world where your biases are being constantly confirmed, you become susceptible to fake news, propaganda, demagoguery.
Ask for feedback from people with diverse backgrounds. Each one will tell you one useful thing. If you're at the top of the chain, sometimes people won't give you honest feedback because they're afraid. In this case, disguise yourself, or get feedback from other sources.
General reader feedback is usually pretty worthless. 99% of people give feedback that is irrelevant, stupid, or just flat out wrong. But that 1% of people who give good feedback are invaluable.
(Feedback) People become addicted to it. That’s why journalism is so popular, because you want to hear, every day, what people think of what you just wrote. I think a little patience on that front can be good, too.
You always want to hear from the best about how to be the best.
I don't want to admit it, but I do enjoy the feedback from the audience. It's instant feedback. It's like, you could do a movie, shoot it for a year, wait six months, it comes out and you gotta do three weeks of marketing. Three weeks of that, and everyone goes, 'It sucks.'
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