{"id":2855,"date":"2013-06-15T13:43:17","date_gmt":"2013-06-15T20:43:17","guid":{"rendered":"https:\/\/www.scotthyoung.com\/blog\/?p=2855"},"modified":"2018-04-03T08:43:23","modified_gmt":"2018-04-03T15:43:23","slug":"how-to-use-feedback","status":"publish","type":"post","link":"https:\/\/www.scotthyoung.com\/blog\/2013\/06\/15\/how-to-use-feedback\/","title":{"rendered":"How to Use Feedback"},"content":{"rendered":"<p>If you want to improve your skills, products or performance, you need feedback. Without feedback, you\u2019re limited to only your perspective, and that\u2019s rarely the one that counts.<\/p>\n<p>The tricky part is that feedback can be misleading. Henry Ford famously remarked that if he had asked people what they wanted, they would have said faster horses, not the automobile. What people say they want and what they actually respond to can be quite different things.<\/p>\n<p>Navigating this puzzle, that you require feedback but the feedback you get may be systematically biased and misleading, has lead me to hunt for methods that can make feedback more reliable.<\/p>\n<h2>Method One: Do What They Do, Not What They Say<\/h2>\n<p>The first heuristic for getting more reliable feedback is to study people\u2019s actions, not their advice. This tip is broad ranging and I\u2019ve found it generally provides better feedback, or at the very least, complimentary feedback to the advice you\u2019ll receive.<\/p>\n<p>Some examples:<\/p>\n<ul>\n<li><strong>Selling a product?<\/strong> Watch someone using the product, don\u2019t just ask them what features they want.<\/li>\n<li><strong>Learning a language?<\/strong> Notice how people speak\u2014not just the explanation they give. For example, most English speakers pronounce &#8216;water\u2019 with a &#8216;d\u2019 sound not a &#8216;t\u2019 sound (but most would deny that).<\/li>\n<li><strong>Want more dates?<\/strong> Look at how women or men respond to your actions, not the reasoning they give. Both men and women are notorious for having a disconnect between what they claim to want and how they respond.<\/li>\n<li><strong>Improve your career?<\/strong> Look at what career moves people actually made, not just the retrospective lessons they shared after. (Hint: Steve Jobs <a href=\"http:\/\/www.fastcompany.com\/3001441\/do-steve-jobs-did-dont-follow-your-passion\">didn\u2019t actually follow the advice he gave<\/a> in his famous Stanford commencement address.)<\/li>\n<\/ul>\n<p>This doesn\u2019t mean all advice is bad, but simply that it\u2019s dangerous to rely on exclusively. Because advice, as opposed to observable actions, is the easiest feedback to receive, many people stop there and fail to consider that it may be wrong.<\/p>\n<h2>Why This Works<\/h2>\n<p>When you ask someone for advice a couple things happen which potentially taint the advice. First is that, even if we\u2019re not proselytizing, we\u2019re always trying to maintain a coherent narrative and identity. When the facts don\u2019t add up to the story we need, we ignore them.<\/p>\n<p>The second reason is that we think in terms of principles and ideas, but operate in more pragmatic terms. When someone says \u201cfollow your passion\u201d but spent most of their life following cost-benefit calculations, you can see the disconnect. One story is what we choose to believe, one is of reality.<\/p>\n<h2>Method Two: Decide What Feedback You Can\u2019t Get<\/h2>\n<p>Another mistake is failing to realize that feedback might only be possible at certain levels of your performance. By pretending that all feedback you receive is all that needs improvement, you may end up tweaking details when more fundamental problems need addressing.<\/p>\n<p>Some examples:<\/p>\n<ul>\n<li><strong>Improving your resume?<\/strong> Friends and family will tell you to change the font or word order. They won\u2019t tell you what experiences you need to stand out.<\/li>\n<li><strong>Writing a book?<\/strong> People will point out the typo on page 124, but won\u2019t tell you the writing is dull.<\/li>\n<li><strong>Building a product?<\/strong> Your customers will tell you a small feature is broken, but they can\u2019t tell you that the product is unremarkable.<\/li>\n<\/ul>\n<p>I spent last month offering a pilot version of a new course for deliberate practice in a career context with <a href=\"http:\/\/calnewport.com\/blog\/\">Cal Newport<\/a>. The course went well and we gathered thousands of data point in feedback. Despite this volume, it was important to keep this rule in mind because most of the feedback would have had us make small tweaks to improve the course rather that deeper changes which will ultimately have a bigger impact.<\/p>\n<h2>Why This Works<\/h2>\n<p>With creative endeavors, nobody has your vision of a product but you. All people can see is what you\u2019ve placed before them, not what it has the potential of becoming.<\/p>\n<h2>Method Three: Learn Which Haters to Ignore (and Which to Listen To)<\/h2>\n<p>Popular wisdom says to ignore the haters. Focus your product on people who love you instead of trying to please the people who don\u2019t. This is the most dangerous advice I\u2019ve encountered because it\u2019s a plausible half-truth.<\/p>\n<p>Yes, finding a niche and picking a particular audience is important. Justin Bieber is far from universally loved, but he\u2019s selling albums to teenage girls, not thirtysomething music critics. The fact that I don\u2019t enjoy his music doesn\u2019t mean he should change it to appeal to me (which likely wouldn\u2019t work anyhow).<\/p>\n<p>But completely ignoring your critics isn\u2019t wise either. Sometimes a critic is really someone who has the potential to love what you do, but is holding you to a higher standard than you\u2019re currently able to meet. Many of the improvements I made in my business came from outsiders pointing out the real flaws in the way I do things.<\/p>\n<p>Some examples:<\/p>\n<ul>\n<li><strong>Want to write better?<\/strong> Ignore the person who writes a poorly worded hate letter. Listen to the person who thoughtfully criticizes your research or arguments.<\/li>\n<li><strong>Grow your company?<\/strong> Ignore the complaints from the free-trial freeloader. Listen to the complaints from the person who spends money on products like yours, but opted for a competitor.<\/li>\n<li><strong>Improve your communication skills?<\/strong> Ignore the negative comments from people on the sidelines. Listen to the critiques from the people you\u2019re trying to reach.<\/li>\n<\/ul>\n<h2>Why This Works<\/h2>\n<p>There\u2019s some proportion of the world who is the intended audience for your products, services or message. Then there\u2019s a much smaller segment who is your current audience. The first mistake is to pay too much attention to people who are not inside any of the audiences you need to reach or care about. The second mistake is to ignore people who are inside your intended audience but haven\u2019t been won over into your actual audience yet.<\/p>\n<h2>Method Four: Get Feedback from the Absence of Feedback<\/h2>\n<p>Silence can also be feedback, just ask a stand-up comedian. In my writing, I know an article failed not because it generated a lot of negative comments, but because it generated few comments at all. There are exceptions to that rule, but it\u2019s a good proxy to live by\u2014the worst comments to get are no comments.<\/p>\n<p>When I was building my blog, I would look at bloggers who had enormous growth, and examine their early days. Where did they get their traffic? Which articles built their reputation? What was their style?<\/p>\n<p>The negative space here was seeing the feedback they generated with similar resources, at similar points in time, and compared it to my own. Comparing their abundant feedback to my lack of feedback helped me isolate which characteristics my blog lacked.<\/p>\n<p>Some Examples:<\/p>\n<ul>\n<li><strong>Giving a speech?<\/strong> Does your test audience get excited at the points you want them to? Do they laugh at your jokes?<\/li>\n<li><strong>Writing an article?<\/strong> If they want to talk about it after with you that\u2019s a good sign. If they say \u201cgood article\u201d and move to talk about other things, that\u2019s bad.<\/li>\n<li><strong>Telling people what you do for a living?<\/strong> Do they say, \u201cthat\u2019s nice\u201d, or do they immediately want to ask you questions about what you do?<\/li>\n<\/ul>\n<h2>Why This Works<\/h2>\n<p>Sometimes feedback isn\u2019t available. Especially in the beginning phases of a business or project, you might not have access to the people whose opinion matters to you. Negative feedback, or looking at what feedback you\u2019re not getting, can help you make hard decisions instead of coasting blind until real feedback comes.<\/p>\n<h2>Should You Use Feedback at All?<\/h2>\n<p>Feedback is important, but it isn\u2019t a panacea. In creative fields, having tons of feedback can\u2019t make up from a lack of vision. Nobody can tell you anything about the book you could potentially write, only the one you did.<\/p>\n<p>Sometimes I\u2019ve found it beneficial to ignore feedback entirely. This applies when the feedback is distracting, or I know (from method #2) that the area it applies to isn\u2019t what I\u2019m trying to work on.<\/p>\n<p>Most of the time, however, intelligent feedback beats ignoring feedback. By filtering the feedback you don\u2019t need and constraining the feedback you do, you can get a lot more out of the responses you get without succumbing to their inherent biases.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>If you want to improve your skills, products or performance, you need feedback. Without feedback, you\u2019re limited to only your perspective, and that\u2019s rarely the one that counts. The tricky part is that feedback can be misleading. Henry Ford famously remarked that if he had asked people what they wanted, they would have said faster [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":"","_links_to":"","_links_to_target":""},"categories":[682],"tags":[],"class_list":{"0":"post-2855","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-nc-learning","7":"entry"},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to Use Feedback - Scott H Young<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.scotthyoung.com\/blog\/2013\/06\/15\/how-to-use-feedback\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Use Feedback - Scott H Young\" \/>\n<meta property=\"og:description\" content=\"If you want to improve your skills, products or performance, you need feedback. 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