Luke Murray explains "getting Luke'd": when well-meaning help backfires. He shows how asking someone to self-evaluate before giving feedback, and framing it as a personal issue rather than a systemic problem, prevents your good intentions from disrupting the whole team.
So there's this phrase in my company called getting Luke'd, and it's when I try to help and I end up making things worse. I want to give an example of a frontline bit of advice that, that actually can work. So I went to one of our locations and sat in. We teach classes in one of our companies and I sat in on the class and I gave feedback to the teacher of that class. And I even really didn't do it super directly. I said, what feedback would you give yourself? And then I agreed or disagreed with the feedback they would give themselves. And the reason that didn't cause any problems was because it was about his particular teaching style. How we make coffee is something that everyone would be doing. It'd be a process that the entire organization would be operating under. But his particular teaching style, his particular strengths and weaknesses, aren't an example of an opportunity for system-wide change. So if I'm telling him something and it just applies to him, then it's not going to cause problems, or it won't cause problems the way that Luke Murray would otherwise.
