I believe I did a post in the spring regarding:
Judgement (Is it right/wrong, I have concluded my way is right, yours is
wrong)
vs.
Evaluation (What is the utility of A, vs. what is the Utility of B. What
I find useful you may not.)
vs.
Discrimination (A is different from B, just different points of view. I
don't attach a personal value (utility or rightness) to either, I could do
either. Often (mis)interpreted as detachment or lack of caring)
vs.
Unity (everything is the same, what others see as parts, I see as a
whole/system/one piece that can't be separated).
We tend to live in right/wrong (I'm right, you're wrong) and this limits
our ability to build relationships and be more effective.
We become closed off to new paths and new opportunities because we have
already judged the situation.
We learn early in life to judge quickly and becomes a tendency that we
lose awareness about.
-------
Feedback can be anywhere in this continuum.
The essence of feedback is it is data for the receipient.
Feedback back never requires re-action unless the recipient has a
significant emotion event, see a trend in themselves that they do not
want.
We tend to react to single data points because we live in judgement, and
get feedback from those who tend to judge.
Judgements don't help me improve, knowing what behaviors
(evaluation/discrimination) lead to the judgements do.
Example:
If I seek feedback, and 1 out of 30 people tell me I'm a jack-ass, changes
are its not anything I should act on.
If I seek feedback, and 25 out of 30 people tell me I'm a jack-ass, I
should get a saddle.
If I hear people say I did well, or did poor, I ask what behaviors do you
see that you associate with being a jack-ass.
Knowing these can help me more than just knowing you think I'm a jack-ass.
-------
When the giver of feedback expects the recipient to change, the giver is
living in judgement
(I see how you screwed up, this is how I want you to change.)
This data tends to be dumping on someone, venting my emotions at you, and
not seeing my connection to the situation.
I blame you, you are the cause, I am the victim of your mistakes, so you'd
better change to make me happy.
When we use the words you, me, us, them, right, wrong, good, bad, well,
poor, etc we are living in judgement,
When we ask ourselves, how did I contribute to this situation, we are
living in evaluation,
When we seek feedback, with the intent to improve, we are showing we are
willing to experiment and take risks.
When we can hear feedback as nothing but data, and not feel judged or
wrong about what is heard, we are in discrimination.
When we see our connections to everything around us, and manage it, we are
in unity.
98% of us live in judgement (my point of view).
1.9% live somewhere between unity and judgement, and the .1% live in unity.
I'm currently struggling with my judgements of others and ability to
accept what is arround me as it currently is.
I have a tendency to see how everything could be better than it is now,
which is judgement.
Think of them as phases of change, like the 4 room apartment model on
death and dying.
We can't jump into unity, without first leaving judgement and start living
in eval and discrim.
> I was just thinking about something Peter Senge said in an LO
> Teleconference last year. I won't quote him directly but his message was
> leaders must understand the difference between feedback and evaluation.
> He did not elaborate. He seems to stay away from the issue of
>performance
> appraisals. I'm curious why and how he feels about this issue. Could any
> of you help me understand the following words and questions?
--From: scypher@perform.vt.edu (Scott R. Cypher)
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>