If everything seems under control, you’re not going fast enough.” — Mario Andretti, American race car driver.
“The world is changing very fast. Big will not beat small anymore. It will be the fast beating the slow.” — Rupert Murdoch, Australian-American media mogul.
“I’ve always found that the speed of the boss is the speed of the team.” — Lee Iacocca, former CEO and Chairman of Chrysler Corporation.
Though we like to think of ourselves as living in the Space Age or the Information Era, future historians may well label this the “Hurry Up Epoch.”
For decades now, we’ve scrambled to keep pace with technological change, ramping up our productivity to startling levels, which helps us further advance our technology, leading to greater productivity … and so on, in a rising spiral.
Nowadays you have to put the pedal to the metal, or the go-getters will leave you eating their dust, taking big bites off the edges of your market. You can’t compete effectively without an agile internal culture capable of reducing time-to-market and cycle speed for all essential processes.
This begs the question: how do you build and maintain such a culture of speed? Let’s look at some principles.
Have you ever provided suggestions which were subsequently ignored?
Have you ever provided critiques which were not well received?
Have you ever wanted to provide constructive feedback on something, but held back from doing so because you did not know how to convey your intentions across?
Today’s guide is on how to give constructive criticism to someone. Whether at work or in relationships, sharing (and receiving) feedback is part and parcel of improvement. If you have ideas on how someone can improve, don’t hold your ideas back – rather, share them in a constructive manner. (Provided the subject is something the person has asked to receive feedback on. Otherwise, you are merely imposing your judgment on others.)
I love deadlines. I like the whooshing sound they make as they fly by.
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