DAY 4
Claudia woke up earlier than usual, replaying a vivid dream in her head that caused her a wave of mixed feelings.
Claudia's Dream
Sitting in the kitchen, Claudia found herself unable to shake off the weight of her unsettling dream. Anxiety gnawed at her, sapping her strength and leaving her feeling vulnerable. The dream seemed to reflect her inner turmoil about her ability to succeed in her position. Doubt crept in, whispering insidious questions about her competence and worthiness. “What if I'm not cut out for this role? What if they made a mistake in hiring me?” Claudia's thoughts spiraled into a dark abyss of self-doubt, threatening to engulf her. For a moment, she thought of calling in sick and avoiding work altogether.

Realizing she couldn't let these destructive thoughts consume her, Claudia remembered the advice from yesterday's video on boosting self-esteem. Determined to reclaim her sense of worth, she decided to complete the task recommended by the speaker. It was time to remind herself of her strengths and value, despite the shadows of doubt that loomed over her.
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Figure out what you are good at and develop it. Your abilities and self-esteem go hand in hand. When you demonstrate to yourself your abilities and competencies, you get deeper fulfillment, and inspire others around you. When your sense of purpose increases, your self-esteem grows. Diving into activities that allow you to show off or discover your talents is a start to figuring out your strengths.
4 Small Habits to Improve Self-Esteem
Take a moment to reflect on activities that bring you joy, satisfaction, and a sense of self-worth. Consider past accomplishments and hobbies that resonate with you.
After completing the exercise, Claudia felt a notable improvement in her mood and began preparing for work. Upon arrival, Julie asked about her completion of the mandatory course on contract negotiations.
  • Yeah, I've completed it yesterday. I have some thoughts about the course. I feel like there's just too much information packed into it with no proper structure. It's overwhelming for new hires. But I'm worried about how to approach the feedback without sounding too critical.
  • I understand your concern. Giving feedback can be tricky. It's all about how you frame it. Actually, I've heard that the learning and development team plans to revamp the course eventually, but for now, it's presented as is to ensure employees have ongoing access. So your feedback could be invaluable in shaping that future update.
  • Really? In that case, I definitely want to share my thoughts. But I am afraid of coming across as too harsh or hurtful. I don't want to offend anyone on the team.
  • Well, you could start by focusing on the positives and then gently introduce areas for improvement. And always offer suggestions for how things could be better.
  • That makes sense. I just worry about striking the right balance.
  • It's all about finding that balance, Claudia. And I'm here to help you through it.
  • Be Specific
    Instead of general statements, provide concrete examples to illustrate your points. This makes it easier for the recipient to understand exactly what you're referring to and how they can improve.
  • Use The "Sandwich" Approach
    Begin with a positive comment, then provide constructive feedback, and end with another positive note. This softens the impact of criticism and helps maintain a supportive and encouraging tone throughout the conversation.
  • Be Timely
    Provide feedback as soon as possible after the observed behavior or action. This ensures that the details are fresh in both your mind and the recipient's, making the feedback more relevant and actionable.
  • Encourage Dialogue
    Feedback should be a two-way conversation, not a one-sided lecture. Encourage the recipient to share their perspective, ask questions, and discuss potential solutions collaboratively. This fosters mutual understanding and promotes a culture of open communication.
  • Focus On Behavior
    When giving feedback, concentrate on the actions or behaviors you observed, rather than making judgments about the individual's character. This helps keep the conversation objective and avoids putting the person on the defensive.
Claudia thanked Julie for her advice and got straight to work on drafting her feedback. She understood the significance of considering all angles to provide thorough and helpful input.
Review Claudia's draft and assess whether she incorporated Julie's advice. If not, propose improved wording that aligns more closely with Julie's recommendations.
Upon reflection, Claudia found her initial feedback lacked the necessary specificity. Wanting to provide more constructive input, she decided to offer specific suggestions for improvement. She also aimed to convey a firmer tone while expressing her willingness to engage with the team for further refinement.
A few minutes after Claudia sent her feedback, Chris called her over. For a moment, she experienced a pang of uneasiness at the prospect of interacting with him, but she made an effort to push those feelings aside.
  • Claudia, I need you to compile a detailed report on customer feedback for the past quarter.
  • (tentatively) But...Isn't that usually within the purview of the customer service team?
  • I'm aware of their responsibilities. But we need this report ASAP for our upcoming strategy meeting. Start on it right away.
  • Chris, I was actually thinking about some strategies to attract new clients. I believe we can—
  • (cutting her off) Claudia, we're on a tight schedule here. I've already given you your task. Just focus on that for now.
  • (resigned): Yes, I understand. When do you need it by?
  • End of the day. Make it happen.
Feeling down after talking to Chris, Claudia's enthusiasm took a hit. She began to doubt her prospects for advancement at work, wondering if her contributions would ever be acknowledged or her goals achieved.

Craving some fresh air and a change of scenery, Claudia decided to step out for a walk during lunchtime. She thought it might help clear her head. She extended an invitation to Julie to join her for lunch at a nearby café.
  • What's on your mind, Claudia? You seem a bit preoccupied.
  • It's just...I had some ideas to discuss with Chris about attracting new clients, but he gave me this completely unrelated task instead. It is about a customer satisfaction report. It feels like he's pushing all the routine work onto me.
  • I see. It's disappointing when things don't align with our plans. But sometimes, we're thrown curveballs and have to pivot. Actually, I've heard about this customer satisfaction report idea. I understand that it might not be aligned with your goals and aspirations. But think of it as an opportunity to broaden your perspective. Getting involved in tasks from other departments can give you valuable insights into our new strategy and help you understand the bigger picture. I suppose Chris didn't fully explain its purpose and value for you as a new team member.
  • (skeptical) I guess... But it still feels unfair.
  • I understand your frustration, Claudia. Starting a new role can be overwhelming, especially when you have big ideas brewing. But let's remember, it's just your first week. Your proactive approach is admirable and shows your commitment. However, it's important to pace yourself and approach things thoughtfully. Your analytical skills are top-notch, and taking the time to absorb and understand the dynamics of our team and processes will only strengthen your impact in the long run.
  • Thanks, Julie, but it's just frustrating when my efforts are brushed aside. Chris seems so closed off to any kind of dialogue, and it's hard to figure out how to communicate my ideas effectively without knowing how he'll react.
  • Believe me, I've been in your shoes. It took me a while to grasp a fundamental aspect of communication: we're not responsible for others' reactions. What matters most is delivering our ideas confidently, with respect, and without making it personal.
  • (hesitant) I'll give it a shot, although I can't promise I won't get emotional about it.
  • (encouragingly) Of course, we're all emotional beings. It's about learning to detect and regulate those emotions as we navigate these situations.
Reflecting on her conversation with Julie, Claudia acknowledged the helpfulness of Julie's feedback regarding her work approach, yet she couldn't deny that it stung a bit. It felt like Julie was subtly implying that Claudia lacked patience and insight in analyzing tasks from different angles. Claudia found herself defensive, almost justifying her actions.

It dawned on her that while corporate environments emphasize giving feedback, there's little guidance on how receivers should react. How does one learn to accept feedback gracefully as constructive input for growth?
Turning to the internet, Claudia found a short video that shed light on the importance of receiving feedback with an open mind.
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Actually, it is the receiver who is in charge of what they take in, what sense they make of it, and whether or how they choose to change…
Answer 1 question
According to the speaker, feedback addresses two fundamental human needs. What are they?
While stability is a common aspect of human experience, it does not directly address the core needs highlighted by the speaker.
People have an inherent desire to acquire new knowledge and skills, as well as to improve themselves personally and professionally.
People naturally seek acceptance and validation from others, desiring to be valued and respected for who they are at present.
While praise can be a component of feedback, it is not a fundamental human need in the context described by the speaker.
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Result
Oops! It seems you missed that one. Take another look at the video and try again. Keep up the effort!
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Great job! You got it right. Feedback indeed, at the same time, addresses our innate desire to learn and grow, as well as our need to be accepted and respected as we are. Keep up the good work!
Restart
Recognizing the need to temper her enthusiasm during her onboarding period, Claudia resolved to heed Julie's recommendations more attentively. She decided to engage in more observation, research, and active listening to her colleagues, as well as regularly seeking feedback. To help reinforce these intentions, she created reminder cards for herself as a practical tool for staying on track.
Feeling a bit embarrassed about her initial reaction, Claudia chooses to express her gratitude to Julie through a chat message rather than face-to-face.
Claudia dedicated the next three hours to working on the report, with a particular focus on the final chart. This visual aid would help assess trends and guide decisions for the new strategy. She approaches Chris with the report in hand, feeling a mix of nervousness and determination.
  • Hey, Chris. I've completed the report you asked for. I've spent some time analyzing the data and visualizing trends that could potentially influence our upcoming strategy. I believe it could provide valuable insights moving forward. For example, here—
  • (interrupts indifferently) Thanks. You made it on time.
  • (deflated but eager to push forward) If you have time now I also wanted to discuss some ideas I have for the new strategy. I think...
  • (annoyed) Not again, Claudia. Your enthusiasm is really getting on my nerves. You've only been here for a few days, and you already think you can revolutionize everything?
  • I just want to contribute and...
  • (interrupting again, his voice rising) Well, right now, your contribution is to listen and do as you're told. Got it? No more of these grand ideas until you've proven yourself here. I'll check your report later and give you feedback. But for now, remember your place. We have a strategy, and we don't need any input from someone fresh off the boat.
At this moment, Claudia noticed Michael, their CEO standing behind Chris. His expression was a blend of confusion and determination, indicating that he had caught wind of their conversation and was observing with interest.
  • Chris, can I have a word with you in my office? Now.
  • (taken by surprise) Uh, sure, Michael. I'll be right there.

One month later

Under Julie's leadership as the new Head of Sales, Claudia's proposal for attracting new customers was not only reviewed but also implemented successfully. As a result, they saw a remarkable increase in conversion by 23%.
Claudia felt a sense of satisfaction not only with her work but also with the personal growth she's experienced over the past month, seeing tangible results.
She came to the profound realization that assertiveness stemmed not merely from memorizing communication techniques but from an internal foundation: strengthening self-esteem through acknowledging strengths, identifying areas for growth, and mastering emotional regulation.
With this newfound understanding of her locus of control, she started approaching interactions with others in a different way. She devised a personal framework, a tool she frequently relied on thereafter.
Key Takeaways
Communication styles vary among individuals and can be categorized into assertive, aggressive, passive, and passive-aggressive styles.
The last three styles are not productive and often indicate underlying internal issues. Resolving conflicts associated with these styles requires the implementation of specific techniques.
Assertiveness is a communication style characterized by expressing one's thoughts, feelings, and needs in a direct, honest, and respectful manner, while also considering the rights and feelings of others. It involves standing up for oneself, setting boundaries, and expressing opinions without aggression or passivity.
Being assertive enhances interpersonal relationships, increases self-confidence, promotes mutual respect, and fosters effective problem-solving and conflict resolution. It also leads to clearer communication, reduced stress, and improved overall well-being.
Giving feedback involves providing constructive criticism or praise in a clear, specific, and non-judgmental manner. Receiving feedback entails actively listening, acknowledging the feedback, seeking clarification if needed, and responding appropriately, whether by expressing gratitude or discussing further.
Additional Materials Recommended by Claudia
What People Say About the Course
"Course? You call it a course? You better invest in some proper authoring tool that is meant for it. This amateurish attempt won't cut it in the real world."
Chris
Ex-Head of Sales
"Looks like someone's been experimenting with design tools. The inconsistency in graphics is certainly... unique. Perhaps next time, consider hiring a professional designer, unless you're aiming for that 'homemade' charm?"
Adam
IT Support Specialist
"I must admit, I was pleasantly surprised by the course content. Everything felt relevant and practical. I've already started implementing some of the tools in my daily life, and I can see a noticeable difference. Kudos to whoever put this together."
Nicole
Office Administrator
"The course structure was spot on, offering a good mix of academic insights and real-life applications. I particularly liked how the different components were seamlessly intertwined. And the main character? What a sweetheart!"
Simon
UX Designer
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