Let’s Talk Summary

Summary of Let’s Talk Book by Therese Huston, Ph.D.

Name: Let’s Talk
Rating: 4.6 (88 reviews)
Author: Therese Huston, Ph.D.

4.6 . 88 reviews

Short summary

How do you inform someone that they’re not achieving standards without breaking their passion? According to Dr. Therese Huston, the best answer is through regular feedback. When offered effectively, feedback may convert mediocre performers into the toughest workers and stars into geniuses. This summary talks about the importance of feedback, its obvious advantages and disadvantages, and how we can use it to create a better work environment. Dr. Therese Huston, the founding director of the Center for Excellence in Teaching and Learning at Seattle University, recognized that the secret to being listened to lies in listening. She is a speaker and consultant who helps managers give better feedback and helps employees improve their performance reviews. “Even though employees would rather hear that everything they do is perfect, if they know you’re on their side, they can more readily hear that they’ve done something wrong.” ~ Dr. Therese Huston

16 min

10 key points

9 insights

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Table of content

Summary of Let’s Talk
About the author
What is Let’s Talk about?
Who should read Let’s Talk
Topics in Let’s Talk

first key point

Effective communication requires constructive feedback

Listen the first key point

00:00

The biggest problem with feedback isn’t in its availability but in how we give it. How do you provide effective feedback? Studies by scientists and researchers have found several ways to offer incorrect feedback. In this summary, you’ll encounter how feedback is wrongly used and what to do when such situations arise.

For many managers, particularly those who tremble at the prospect of saying anything slightly negative, merely giving feedback would be a significant improvement for them and their team.

When you regularly appreciate and encourage little victories, you'll find it easier to create a winning mentality in your organization.

Research has shown that proof of growth may be a potent motivator for mediocre performance; small victories signify a great deal. As a leader or manager, the first thing you need to do is determine the kind of feedback the employee wants to receive before you proceed with communicating what needs to be done. Your workers will be more responsive if their needs are acknowledged and realized. There are also some techniques you’ll come across in this tidbit that’ll help you efficiently deliver any kind of feedback.

Some of the key takeaways in this bite-sized summary include the following:
• Speak out for the person who needs help, not the problem. Doing this helps the affected person realize that they are not alone and that bad habits or behavior are indeed changeable.
• Listen more than you speak. This gives room for reports that help correct inaccurate feedback. In addition, people who work with you will cherish your willingness to listen to their side of the story.

This piece is the required blueprint that will assist managers in improving performance, trust, and mutual understanding by normalizing honest and constructive feedback and facilitating regular feedback discussions.

second key point

Understanding the principles behind effective feedback is key to an individual’s development

Most people categorize feedback as either positive or negative. Additionally, in most cases, people give more attention to positive remarks while dismissing negative criticism. Rather than focusing only on positive or negative feedback, it’s simpler to grasp communications when three categories of feedback are distinguished: appreciation, coaching, and evaluation. Each of these is necessary for your growth as an individual or a group. The categories are:

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third key point

The kind of feedback that you believe an employee needs isn’t always the type they want

fourth key point

It’s easy to give unwelcome feedback if you aren’t flexible with your leadership style

fifth key point

It is not enough to have a good purpose; when providing feedback, you need to express your intentions

sixth key point

One of the best ways to show someone you care is to listen more than you speak

seventh key point

When employees feel noticed and appreciated, they show up with more enthusiasm at work

eighth key point

To be a good coach, you need to understand which questions are worth asking

ninth key point

The lack of a fair evaluation system makes it difficult for women’s performance to be assessed properly

tenth key point

Conclusion

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What is Let’s Talk about?

In this insightful book, a renowned expert in cognitive psychology, Therese Huston, Ph.D., explores the power of effective feedback. Drawing from extensive research and real-life examples, she provides practical strategies and techniques to enhance communication and foster growth. Whether you're a leader, educator, or simply looking to improve your relationships, this book equips you with the tools to make feedback your superpower and unlock the potential for meaningful change.

Who should read Let’s Talk

Managers and leaders seeking to improve their feedback skills.
Educators and trainers looking to enhance their feedback techniques.
Individuals interested in developing effective communication and interpersonal skills.

Topics in Let’s Talk

Communication Leadership Psychology Personal Development Self-Help Management Business Professional Skills Company Culture Emotional Intelligence Team Building Conflict Resolution Organizational Behavior Career Development

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