Interpretation, Not Events, Drives Performance
How We Interpret Feedback
People process and interpret feedback in very different ways.
Here's what sits underneath that.
Two people can receive identical feedback and have completely different weeks. The difference isn't the feedback. It's the interpretation.
This is the core premise of cognitive-behavioral work, and it's simpler than it sounds:
Preparing Today's Talent for High-Performance Professions
The people entering demanding professions today are not the same cohort we were preparing five years ago. And the way we prepare them can't be either.
Regardless of your industry, whether you’re in investment banking, law, medicine, or consulting, the technical rigor hasn't changed. What's changed is everything around it: the pace of feedback, the visibility of performance, the ambiguity, the pressure to be proficient before you've had a chance to become proficient.
What we've learned working alongside HR and business leaders is that the gap isn't technical. Incoming classes arrive well-trained. Where they struggle is in the space between capability and sustained performance, and that space is built from a different set of skills entirely: