to nail the fundamentals. There's too many HN posts on human dynamics that float above the fundamentals leaving the whole issue in a fog. It will make clear there are three interrelated issues in sharing feedback:
- behavior of openness
- self-esteem on TL and mentee's parts, which depends on self-awareness
- both of which run on concurrent with potential conflicts around control, openness, and inclusion.
As the book explains openness in the context of human organizations is one of the last things to be well-resolved. Why that's the case is very important to understand. Seen in the context of the book, the OP's write-up makes some good points, however, without the deep principles advanced in the book the solution space will remain in a fog. And to the extent it's foggy, no real progress can take place.
https://www.amazon.com/Human-Element-Productivity-Self-Estee...
to nail the fundamentals. There's too many HN posts on human dynamics that float above the fundamentals leaving the whole issue in a fog. It will make clear there are three interrelated issues in sharing feedback:
- behavior of openness
- self-esteem on TL and mentee's parts, which depends on self-awareness
- both of which run on concurrent with potential conflicts around control, openness, and inclusion.
As the book explains openness in the context of human organizations is one of the last things to be well-resolved. Why that's the case is very important to understand. Seen in the context of the book, the OP's write-up makes some good points, however, without the deep principles advanced in the book the solution space will remain in a fog. And to the extent it's foggy, no real progress can take place.