Facebook Twitter Pinterest <Einbetten>
Möchten Sie verkaufen?
Zur Rückseite klappen Zur Vorderseite klappen
Hörprobe Wird gespielt... Angehalten   Sie hören eine Hörprobe des Audible Hörbuch-Downloads.
Mehr erfahren
Dieses Bild anzeigen

Thanks for the Feedback: The Science and Art of Receiving Feedback Well (Englisch) Audio-CD – Audiobook, Ungekürzte Ausgabe

4.0 von 5 Sternen 1 Kundenrezension

Alle Formate und Ausgaben anzeigen Andere Formate und Ausgaben ausblenden
Neu ab Gebraucht ab
Audio-CD, Audiobook, Ungekürzte Ausgabe
"Bitte wiederholen"
EUR 579,59 EUR 205,50
3 neu ab EUR 579,59 1 gebraucht ab EUR 205,50
click to open popover

Es wird kein Kindle Gerät benötigt. Laden Sie eine der kostenlosen Kindle Apps herunter und beginnen Sie, Kindle-Bücher auf Ihrem Smartphone, Tablet und Computer zu lesen.

  • Apple
  • Android
  • Windows Phone

Geben Sie Ihre Mobiltelefonnummer ein, um die kostenfreie App zu beziehen.

Jeder kann Kindle Bücher lesen — selbst ohne ein Kindle-Gerät — mit der KOSTENFREIEN Kindle App für Smartphones, Tablets und Computer.




"Thanks for the Feedback is an extraordinarily useful book.  It's full of helpful techniques that can be put to use by anyone seeking to manage an organization, lead a team, engage a business partner, or navigate a relationship.... Stone and Heen have done a remarkable job of showing individuals and organizations how to leverage the enormous value of feedback, one of the most powerful instruments available for human learning."  

~strategy+business magazine

Surprisingly little attention has been focused on being an effective recipient of feedback. Enter Stone and Heen with a well-rounded consideration of "the science and art of receiving feedback well.” As they write, both of those disciplines are required to receive feedback in productive ways—not only in the workplace, but in personal life as well....the authors do an excellent job of constraining the applications to feedback usefulness while also exploring some of the other ways we can define what "feedback" consists of in our lives.
With a culture increasingly focused on the individual and the self, this book on developing the ability to accept and utilize the input of others constructively deserves a wide readership.
~Kirkus Reviews

"I'll admit it: Thanks for the Feedback made me unconformable. And that's one reason I liked it so much. With keen insight and lots of practical takeaways, Stone and Heen reveal why getting feedback is so hard -- and then how we can do better. If you relish receiving criticism at work and adore it in your personal life, then you may be the one person on earth who can safely skip this book."
~Daniel H. Pink, author of To Sell is Human and Drive
"Thanks for the Feedback is a potentially life-changing look at one of the toughest but most important parts of life: receiving feedback.   It's a road map to less defensiveness, more self-awareness, greater learning, and richer relationships.  Doug Stone and Sheila Heen have delivered another tour de force."  
~Adam Grant, Wharton professor and author of Give and Take
"Imagine an organization where everyone is actually good at receiving feedback. Collective anxiety would be reduced.  People would learn and grow. Impossible you say?  Thanks to this insanely original and powerful book, maybe not."
~Judy Rosenblum, Former Chief Learning Officer of Coca-Cola, and Founder of Duke Corporate Education
"Startlingly original advice for how to make feedback truly useful."
~Chris Benko, Vice President of Global Talent Management, Merck
"If you want to lead a learning organization, improving the quality of feedback is job one. This book is an essential guide to making that happen."
~Amy C. Edmondson, Novartis Professor of Leadership and Management, Harvard Business School, and author of Teaming
“Learning and HR professionals aren’t the only ones who will love this book.  It should be required reading for anyone receiving a performance appraisal -- and anyone who is striving to improve."
~B. Alan Echtenkamp, Executive Director, Global Organization and Leadership Development, Time Warner Inc.
“Accepting feedback at work is important, but in families, it’s vital. This simple, elegant book teaches us how.”
~Bruce Feiler, New York Times columnist and author of The Secrets of Happy Families

  -- Dieser Text bezieht sich auf eine andere Ausgabe: Taschenbuch.

Über den Autor und weitere Mitwirkende

Douglas Stone and Sheila Heen are co-authors of the New York Times Business Bestseller Difficult Conversations: How to Discuss What Matters Most, Principals at Triad Consulting, and have been teaching negotiation at Harvard Law School for twenty years.

Alle Produktbeschreibungen


4.0 von 5 Sternen
5 Sterne
4 Sterne
3 Sterne
2 Sterne
1 Stern
Siehe die Kundenrezension
Sagen Sie Ihre Meinung zu diesem Artikel


Format: Audio CD Verifizierter Kauf
Der eine Sprecher ist etwas undeutlich, aber wie umfassend Feedback ist, habe ich hier mitgenommen.
Zusendung hat wunderbar funktioniert. Vielen DAnk.
Kommentar War diese Rezension für Sie hilfreich? Ja Nein Feedback senden...
Vielen Dank für Ihr Feedback.
Wir konnten Ihre Stimmabgabe leider nicht speichern. Bitte erneut versuchen
Missbrauch melden

Die hilfreichsten Kundenrezensionen auf Amazon.com (beta)

Amazon.com: 4.7 von 5 Sternen 118 Rezensionen
37 von 38 Kunden fanden die folgende Rezension hilfreich
5.0 von 5 Sternen Packed with practical insights 9. April 2014
Von Andy K. - Veröffentlicht auf Amazon.com
Format: Gebundene Ausgabe
Hosting a leadership-oriented podcast causes me to read a lot of business books. This may be an unfair generalization, but my observation is that most books have about 70-100 good pages of content and then a lot of fluff. Much of it is re-baked versions of what we've read elsewhere.

I am happy to say that Thanks for the Feedback was a refreshing departure from that pattern. Well past page 200 I was still underlining and adding notes to the margin. Doug and Sheila are entertaining writers that keep it engagingly practical. Weeks later I'm still actively trying to avoid "wrongspotting" and watching for "labels". The chapter on blindspots is enormously valuable. I'm intentionally trying to seek the coaching in the feedback instead of jumping to evaluation. The book is dense with content yet very readable.

After interviewing Doug for The People and Projects Podcast, I can only more confidently say that the authors have deep knowledge and conviction about this topic. I consider this a must-read for leaders at all levels, and wholeheartedly recommend it for your reading list.
28 von 30 Kunden fanden die folgende Rezension hilfreich
5.0 von 5 Sternen A Useful Book 16. März 2014
Von Lila - Veröffentlicht auf Amazon.com
Format: Gebundene Ausgabe
Obviously, this doesn't sound like an adventure laden caper across many continents with gangsters. For a self-help book, this has a contemporary voice and useful information. You'll learn:

- What to do when feedback feels like an attack on our identity
- When to take the feedback vs. create boundaries/change it all up.
- How to create a system that measures what kind of hold feedback has on your life
- How to re-direct unhelpful feedback.
23 von 24 Kunden fanden die folgende Rezension hilfreich
5.0 von 5 Sternen Surprisingly Excellent 17. April 2014
Von Michael Griffiths - Veröffentlicht auf Amazon.com
Format: Gebundene Ausgabe Verifizierter Kauf
This is a short review: This book is not just strong, it's strong throughout. Most books in this category tend to have one or two big ideas, illuminated by a series of testimonials masquerading as case studies.

Not so here: examples are small and illustrative, and the focus is squarely on how to handle feedback. Tons of good suggestions, a strong framework, and surprisingly broad and applicable coverage.
19 von 22 Kunden fanden die folgende Rezension hilfreich
5.0 von 5 Sternen This will help both sides--speaker and listener 7. März 2014
Von Jim Serger - Veröffentlicht auf Amazon.com
Format: Gebundene Ausgabe
A must read for anyone who interacts with others--that is everyone for that part. Feedback is just that; a statement that we receive in a formal setting or nonchalant. Giving feedback as the two authors state can be rewarding for others as well as you "the giver", or it can be horrific as well, either way. Three takes on that-- helping you, helping themselves/the relationship and helping an origination/team.
The book is filled with information, stories on getting better results from/on feedback--the best statement in the book was " The ability to learn from feedback is what will shape your future most". The book really sets in motion the importance of understanding and giving feedback in a positive tone. "A good listener asks for help". They touch on leadership, coaching, mentoring, teams, one on one and creating a better quality relationship with others. Excellent book for the work place, sports, school and home front.
13 von 15 Kunden fanden die folgende Rezension hilfreich
5.0 von 5 Sternen Great advice for all of us who get (and give) feedback--namely everyone 23. März 2014
Von Frank L. Park, Jr. - Veröffentlicht auf Amazon.com
Format: Gebundene Ausgabe
The authors successfully tackle the important but often stressful topic of receiving and giving feedback. They build on key principles they laid out (along with Bruce Patton) in their earlier Difficult Conversations. And once again, they offer powerful, practical, and good-humored advice that applies no matter which side of the desk you happen to be on.

Performance reviews are often botched, they say, when three conversations get tangled up. One is about appreciation, so that an employee is motivated and encouraged. That’s quite different from coaching, which is aimed instead at skill development and personal growth. And both of those differ from evaluation--rating where someone stands relative to peers and what he or she needs to do to advance.

At first blush readers may recognize echoes of important distinctions drawn in the earlier book between interactions over substance, feelings, and identities. (Miscommunication results when people talk past one another because they are on different planes). Performance reviews certainly have substantive, emotional, and identity dimensions, so can suffer from the same problem.

But the focus in this book is largely on how feedback within an organization introduces other complicating factors (such as power imbalances, culture, etc.) The authors also couple more recent research findings on emotional intelligence, nonverbal communication, and other important psychological research, with useful examples workplace conversations, both constructive and otherwise. Underneath the specific advice, I sensed warm encouragement about playing an affirmative role in the review, even if you are in the subordinate position. Much more is at stake than merely struggling through a stressful conversation. It's about being respected and supported in your organization, personal growth, and have a fulfilling professional career.

Unfortunately we aren't always blessed with great mentors. And even well-intended bosses may not have given much thought about providing good feedback. If you're working for someone who's not deft in this regard, buy two copies. One for yourself and another to leave it on his or her desk (perhaps being careful not leave any fingerprints).
Waren diese Rezensionen hilfreich? Wir wollen von Ihnen hören.