When “Practical” Advice Isn’t So Practical After All

Adam Grant’s post:

It’s a neat, share-worthy quote. It sounds practical: don’t be defensive → stay open → grow.
But is it really practical in the long run?

My response to Adam’s post:

“With regards feedback Grant, I believe there is either fairly
delivered feedback or unfairly delivered feedback.
I will accept the content of fairly delivered feedback
even if I disagree with the content.
I will object, however, to unfairly delivered feedback,
no matter if I agree with the content or not.
Feedback can be split into two parts, in my book: the content
and the delivery. Personally, I think the delivery of feedback is
more telling and interesting than the content.”

The Problem with “Practical” Advice

Adam’s guidance feels practical because it’s simple. It puts all the work on the receiver: just be open and coachable (or gullible).
Yet in practice, defensiveness often arises because of how the feedback is delivered.
Telling someone not to be defensive while ignoring unfair delivery is like telling a runner to “just breathe” while tightening the straps on their chest.

Simplicity vs. True Usefulness

We often confuse simplicity with practicality.
Short slogans are convenient for a sprint, a quick mindset shift.
But workplace dynamics are a marathon, in my view. Long-term practicality requires systems that keep the process fair for both giver and receiver.

Why Delivery Matters

Fair delivery invites learning; unfair delivery triggers resistance.
If we want growth, we need both: coachability (not gullibility) AND fairness.
That’s why I believe focusing on delivery is not only more nuanced but ultimately more useful for healthier teams and lasting change.