Photo by Siegfried Kaltenecker
In order to realize the full potential of fast feedback loops we also have to focus on people and their behavior. We must not take good work for granted or reduce recognition to rhetoric formulas such as “well done” or “good job.”
Kaltenecker offers three methods by which we can improve the feedback we give to those on our team. They look specifically at behavior, rather than products. As a team of both solitary writers and collaborative team members, would such an approach to critique be appropriate for, say, editing, proofreading, and critique? If so, how might we put this idea into practice?