Hmm, just had this thought on the car ride here but I think the TLDR model can be formed into a 4x4 grid.
[Primary x Secondary
Thinking x Thinking: Empty
Thinking x Learning: Inquisitive journaling
Thinking x Doing: Retro
Thinking x Relating: Brainstorming session
Learning x Thinking: Active content consumption
Learning x Learning: Empty
Learning x Doing: Course homework or learning a new skill
Learning x Relating: Workshop
Doing x Thinking: Deep work
Doing x Learning: A project
Doing x Doing: Empty
Doing x Relating: Meeting
Relating x Thinking: Deep 1x1 convo
Relating x Learning: being a mentor or mentee
Relating x Doing: Service activity
Relating x Relating: Empty]
[see pic]
Idk how it quite fits into my system yet but I think it will be valuable as it gives a 2D way of representing the model. It literally creates another dimension to our states of being. That everything we do may primarily be something in the state of thinking, learning, doing, or relating but it also has secondary impact. I’d almost say that if something doesn’t have that secondary impact, then you have to take another look.
Ok, back to diving into the next LDQ in Career. Why do I believe that the workplace being a safe space for feedback contributes to it being a healthy culture?
I’ve seen, experienced, and heard about the suppressed feelings when there is feedback that I or anyone wants to share. It’s about the feedback being heard. Hmm, is the feedback just as much for the person giving the feedback as it is for the person receiving it?
When someone is able to share their feedback, it’s their thoughts that they want heard by someone. They would be coming from a place of love so that the other person can be a better version of themselves.
Feedback is different from a ridicule. Ridicule attacks the person, making them feel less than. So it’s a spectrum here of not sharing any feedback on one end to constructive feedback when it’s balanced to a personal attack on the other end.
On the left side it’s kinda like a fixed mindset. Or you’re fearful to share anything.
What if I overlay fixed - balanced growth - uncontrollable growth spectrum with the impact on people?
[Fixed Mindset, Balanced Growth Mindset, Uncontrollable Growth Mindset as 3 columns. Me, We, You as the 3 rows.
Fixed x Me: Don’t want to hear it
Balanced Growth x Me: I want to hear and improve it
Uncontrollable Growth x Me: I want to hear it but I don’t actually improve anything
Fixed x We: We’ve tried our best but we can’t do better / more
Balanced Growth x We: We did well and what can we do to improve?
Uncontrollable Growth x We: Only pointing out the failures and bringing people down
Fixed x You: Don’t want to share any feedback
Balanced Growth x You: Would you like to hear how this could have been done better?
Uncontrollable Growth x You: I give you unsolicited feedback repeatedly]
[see pic]
This is as it relates to feedback.
Hmm, something interesting has emerged here. Let’s use the analogy of the glass half full / empty scenario. Fixed mindset people focus on the glass half full. Uncontrollable growth people focus on the glass half empty. But a balanced growth approach notice the glass half full && the glass half empty simultaneously. It’s not one or the other. It’s both. Non-dualism.
Selfish. Replace uncontrollable with vain.
[5 min thinking]
Hmm, what about deconstructing it further?
[2x2 quadrant of Fear and Love as the 2 columns signifying intentions and Growth and Fixed as the 2 rows signifying the mindset.
Fixed Mindset x Fear-Based Intention: Selfish Stasis
Fixed Mindset x Love-Based Intention: Selfless Stasis
Growth Mindset x Fear-Based Intention: Vain Growth
Growth Mindset x Love-Based Intention: Valuable Growth]
[see pic]
Ok, yea so this reconciles with the 3x3 chart above because each of the 4 sections here would be the column headers of the other chart. It basically expands the 3 columns into 4. You would then have some of the boxes in that 4x3 grid comprised of split up answers from the 3x3 grid.
So how does this all even relate to the original question? Why do I believe that the workplace being a safe space for feedback contributes to it being a healthy culture? Because if it comes from a place of love and growth, then the giver and the receiver of the feedback can both grow, individually and collectively.
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