Reframing Feedback (and a book update!)

Today I submitted the final round of edits and revisions before Leading with a Lens of Inquiry goes to layout. This portion of the publishing timeline means that the Google docs I’ve been working from for the past fourteen months get turned in the layout of the book, the very one you will be holding in your hands in a little over a month.

From sketch notes and callouts pulling out key concepts from chapters and sub sections to endorsements from well respected authors and educators that have so graciously chosen to be a part of this work too, all of this will be visually outlined for final review before going to print.

To prepare for this deadline, the last few months have been full of feedback.

TONS of feedback.

I’ve listened to already published authors’ questions and suggestions for additions and perspectives to consider, asked critical friends to review particular sections and let me know what resonated most with them and reviewed notes and revisions from the editor.

Back and forth, back and forth.

Reflecting, revising.

Learning, unlearning.

Stopping to pause before hitting send I was struck by the connection between feedback and one of the core dispositions of an inquiry leader, Values the process of Meaning Making. Valuing the process of meaning making offers learners opportunities to reflect, to think about their thinking and make personal meaning. This disposition is outlined in chapter 5 of the book. Leaders embed structures and systems that honor this space and feedback does just that.

Feedback was a structure that allowed space for my ideas more fully develop.

Feedback made me curious and ask questions.

Feedback helped me construct more knowledge and led to new thinking.

While feedback typically holds a negative feeling for most of us, I’d offer a different mindset about this part of the process of learning. We all need a bit of feedback from time to time to stretch our thinking. We need nudges from critical thought partners and mentors to shed light on perspectives we might have overlooked on our own. Feedback can merely be the hand we hold as we take steps towards deeper understanding of ourselves.

There are several nudges, strategies and tangible action steps within chapter five that I can’t wait for you to read more about, but in the meantime wanted to share one that so very clearly shows our learners that we value their thinking and the process of meaning making.

I hope you give it watch, make it your own, share it with others (I’d love to see your sharing on socials as well!) and witness what unfolds when we are intentional with our approach to learning and our mindset when we go slow to sit in the process just a bit more settled.