Professional allocators rarely receive feedback on their ability to question managers. Ted Seides found that hosting a podcast, which requires listening to and editing his own interviews, created an invaluable feedback loop that dramatically improved his information-gathering and due diligence skills.

In writing 'The 99% Invisible City,' one author focused on including the best possible individual stories, while the co-author prioritized ensuring they fit into a cohesive book structure. This creative tension forced them to justify each inclusion and resulted in a stronger, more balanced final product.

To consistently produce new entertainment, the Bananas copied the Saturday Night Live production model. Their week includes an "Over The Top" idea pitch meeting, a table read, rehearsals, and testing new material in front of a small live audience before the main show.

Author Steven Pressfield advises against writers' groups for feedback. You risk getting input from peers who lack expertise and may be motivated by jealousy. This can be more destructive than helpful. Instead, find a single, trusted mentor who truly understands your vision.

Teams can cultivate a shared sense of taste by encouraging constant and rigorous critique of both internal and external work. This process allows the team to self-regulate, learn from each other, and elevate their collective craft without top-down mandates.

The "99% Invisible" team uses shorthand phrases like "CWGHF" (Can We Get Here Faster?). This coded language transforms potentially harsh criticism into a shared, objective problem to solve, depersonalizing feedback and protecting creative morale during intense group edits.

To encourage participation from everyone, leaders should focus on the 'why' behind an idea (intention) and ask curious questions rather than judging the final output. This levels the playing field by rewarding effort and thoughtfulness over innate talent, making it safe for people to share imperfect ideas.

Instead of trying to find the perfect words, preface difficult feedback by stating your own nervousness. Saying, "I'm nervous to share this because I value our relationship," humanizes the interaction, disarms defensiveness, and makes the other person more receptive to the message.

To prevent resentment in high-pressure teams, implement a scheduled forum for fearless feedback, like a "Sunday SmackDown." This creates a predictable, safe container for airing grievances—personal or professional. By separating critique from daily operations, it allows team members to be open and constructive without the awkwardness or fear of disrupting morale, thereby preventing small issues from escalating.