{"id":64928,"date":"2022-04-15T22:21:07","date_gmt":"2022-04-16T02:21:07","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=64928"},"modified":"2026-01-21T16:15:06","modified_gmt":"2026-01-21T20:15:06","slug":"feedback-for-improvement","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/","title":{"rendered":"Feedback for Improvement: An Organizational Necessity"},"content":{"rendered":"\n<p>Do you require feedback for improvement? What happens when you don&#8217;t use feedback for improvement? <\/p>\n\n\n\n<p>Feedback for improvement is a learning mechanism that allows for failure, analysis, and adjustment. Without feedback, it is nearly impossible to progress. <\/p>\n\n\n\n<p>Keep reading for examples of organizations that use feedback for improvement and those that don&#8217;t. <\/p>\n\n\n\n<!--more-->\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-failure-averse-organizations-don-t-like-feedback\">Failure-Averse Organizations Don&#8217;t Like Feedback<\/h2>\n\n\n\n<p>F<strong>ailure-averse organizations lack systems that enable them to <a href=\"https:\/\/www.shortform.com\/blog\/hub\/personal-life\/self\/learn-from-failure\/\">learn from failure<\/a>.<\/strong> Unlike learning-oriented organizations, <strong>they don\u2019t gather data, conduct investigations, analyze what went wrong, or implement changes.<\/strong> Often, they don\u2019t even record their mistakes. Failure-averse organizations don&#8217;t use feedback for improvement.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-no-feedback-means-no-improvement\"><strong>No Feedback Means No Improvement<\/strong><\/h3>\n\n\n\n<p>In short, <strong>these organizations lack a learning mechanism<\/strong>. Specifically, Syed explains that they lack a feedback loop that enables information to flow from <em>failure<\/em> to <em>analysis<\/em> to <em>adjustment<\/em> to <em>implementation<\/em>.&nbsp;<\/p>\n\n\n\n<p>An individual or organization needs feedback for improvement since feedback tells you what\u2019s going wrong. <strong>If you don\u2019t know where things aren\u2019t working, you can\u2019t improve<\/strong>.&nbsp;<\/p>\n\n\n\n<p>For example, <a href=\"https:\/\/www.shortform.com\/blog\/raising-children\/\">raising children<\/a> involves ambiguous feedback that makes it difficult to know how you\u2019re doing. Since there\u2019s no clear and obvious benchmark for what a \u201cgood\u201d job raising a child is, and there\u2019s no clear and obvious feedback, it\u2019s difficult to improve on a measurable scale.<\/p>\n\n\n\n<p>(Shortform note: In <a href=\"https:\/\/shortform.com\/app\/book\/the-art-of-learning\/1-page-summary\"><em>The Art of Learning<\/em><\/a>, Josh Waitzkin advocates for a particular kind of feedback: <a href=\"https:\/\/shortform.com\/app\/book\/the-art-of-learning\/part-2#analyze-your-mistakes\">examining the theme of your errors<\/a>. In short, gather data by noting the mistakes you repeatedly make. Then, examine your notes and identify any patterns. Look for both the <em>emotional<\/em> and <em>technical <\/em>aspects of your error, and work to correct them. For example, a parent who gets impatient with their toddler might work to change their mindset while also studying better childcare techniques. To maintain the feedback loop, continue to note and correct your patterns of error.)<\/p>\n\n\n\n<p>By contrast, if you\u2019re learning piano, it\u2019s obvious when you play the wrong notes. <strong>With clear and immediate feedback for improvement, you can effectively learn<\/strong>.<\/p>\n\n\n\n<p>In professions that lack readily available feedback, professionals do their best with the skills they\u2019ve developed, but they often fail to improve over time. Emergency surgeons, for example, don\u2019t gather specific data about how <em>well<\/em> they set a broken bone, implanted metal pins, or whether they make the right choices under pressure. To do so would require setting up mechanisms, like regular patient check-ins, to gather feedback over the long term.&nbsp;<\/p>\n\n\n\n<p>(Shortform note: In <a href=\"https:\/\/shortform.com\/app\/book\/the-bullet-journal-method\"><em>The Bullet Journal Method<\/em><\/a>, Ryder Carroll suggests using a journal to conduct daily reviews. In your morning review, look back over previous journal entries to get a sense for where you were and where you are now. In the nightly review, look over the day\u2019s tasks and ideas to determine how well you\u2019ve done. This tangible feedback gives you direct information about how to improve\u2014for example, you might learn that setting 11 tasks is too many, so you adjust your <a href=\"https:\/\/www.shortform.com\/blog\/gtd-to-do-list\/\">to-do list<\/a> until you learn what you can handle.)<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-no-feedback-means-the-system-stagnates\"><strong>No Feedback Means the System Stagnates<\/strong><\/h3>\n\n\n\n<p>Syed argues that the absence of feedback for improvement is a systemic problem, not a cultural one. The employees are intelligent, capable professionals, but <strong>workers can only perform as well as the system enables them to<\/strong>. If an organization\u2019s systems aren\u2019t designed to learn from failures, they simply won\u2019t get better\u2014and neither will the employees.&nbsp;<\/p>\n\n\n\n<p>Imagine a hospital that neglects to optimize its triage system for the emergency room\u2019s busiest night. They know they\u2019ll be overburdened, yet make no adjustments, allowing employees to continue struggling.<\/p>\n\n\n\n<p>Compare this to a hospital that had faced the same problem, but took the opportunity to learn and implement changes. By learning from their overburdened ER, they remove the chance to repeat past mistakes. For example, say the problem was a disorganized waiting space. To fix this, the hospital restructures seating areas for each type of patient emergency.&nbsp;<\/p>\n\n\n\n<p>Now, staff can find patients at a glance\u2014the system itself ensures better performance. Put another way, <strong>you can\u2019t make mistakes that the system has already corrected.&nbsp;<\/strong><\/p>\n\n\n\n<p><strong>(<\/strong>Shortform note:<strong> <\/strong>In his 3-2-1 newsletter, James Clear explains that <a href=\"https:\/\/jamesclear.com\/3-2-1\/january-2-2020\">we don\u2019t \u201crise to the level of our goals,\u201d we \u201cfall to the level of our systems.\u201d<\/a> He defines your personal system as the network of habits you\u2019ve built, and we can extend this to organizations: An organization\u2019s system is the network of habits and habit-enabling tools (like error reporting mechanisms) that all its people engage in. If part of the system is to report errors and openly admit fault, any new employees will default to that behavior, \u201cfalling\u201d to the level of the system they\u2019ve stepped into.)<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Do you require feedback for improvement? What happens when you don&#8217;t use feedback for improvement? Feedback for improvement is a learning mechanism that allows for failure, analysis, and adjustment. Without feedback, it is nearly impossible to progress. Keep reading for examples of organizations that use feedback for improvement and those that don&#8217;t.<\/p>\n","protected":false},"author":15,"featured_media":58402,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[34,43],"tags":[601],"class_list":["post-64928","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication","category-self-improvement","tag-black-box-thinking","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Feedback for Improvement: An Organizational Necessity - Shortform Books<\/title>\n<meta name=\"description\" content=\"Black Box Thinking discusses why feedback for improvement is crucial. Without it, there is no way to progress and the system stagnates.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Feedback for Improvement: An Organizational Necessity\" \/>\n<meta property=\"og:description\" content=\"Black Box Thinking discusses why feedback for improvement is crucial. Without it, there is no way to progress and the system stagnates.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/\" \/>\n<meta property=\"og:site_name\" content=\"Shortform Books\" \/>\n<meta property=\"article:published_time\" content=\"2022-04-16T02:21:07+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-01-21T20:15:06+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2022\/01\/employee-feedback.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1152\" \/>\n\t<meta property=\"og:image:height\" content=\"688\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Melissa Stevens\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Melissa Stevens\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/\"},\"author\":{\"name\":\"Melissa Stevens\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/5555e27a6d1e1737d0d16e586b815e2c\"},\"headline\":\"Feedback for Improvement: An Organizational Necessity\",\"datePublished\":\"2022-04-16T02:21:07+00:00\",\"dateModified\":\"2026-01-21T20:15:06+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/\"},\"wordCount\":805,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2022\/01\/employee-feedback.jpg\",\"keywords\":[\"Black Box Thinking\"],\"articleSection\":[\"Communication\",\"Self-Improvement\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/\",\"url\":\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/\",\"name\":\"Feedback for Improvement: An Organizational Necessity - Shortform Books\",\"isPartOf\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2022\/01\/employee-feedback.jpg\",\"datePublished\":\"2022-04-16T02:21:07+00:00\",\"dateModified\":\"2026-01-21T20:15:06+00:00\",\"description\":\"Black Box Thinking discusses why feedback for improvement is crucial. Without it, there is no way to progress and the system stagnates.\",\"breadcrumb\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#primaryimage\",\"url\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2022\/01\/employee-feedback.jpg\",\"contentUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2022\/01\/employee-feedback.jpg\",\"width\":1152,\"height\":688,\"caption\":\"feedback\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/www.shortform.com\/blog\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Feedback for Improvement: An Organizational Necessity\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#website\",\"url\":\"https:\/\/www.shortform.com\/blog\/\",\"name\":\"Shortform Books\",\"description\":\"The World&#039;s Best Book Summaries\",\"publisher\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/www.shortform.com\/blog\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#organization\",\"name\":\"Shortform Books\",\"url\":\"https:\/\/www.shortform.com\/blog\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2019\/06\/logo-equilateral-with-text-no-bg.png\",\"contentUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2019\/06\/logo-equilateral-with-text-no-bg.png\",\"width\":500,\"height\":74,\"caption\":\"Shortform Books\"},\"image\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/logo\/image\/\"}},{\"@type\":\"Person\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/5555e27a6d1e1737d0d16e586b815e2c\",\"name\":\"Melissa Stevens\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/783a9219672a3f917680643f5cff8fae373f3c9ff6635ab48f3c99ff70c794d7?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/783a9219672a3f917680643f5cff8fae373f3c9ff6635ab48f3c99ff70c794d7?s=96&d=mm&r=g\",\"caption\":\"Melissa Stevens\"},\"url\":\"https:\/\/www.shortform.com\/blog\/author\/melissa\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"Feedback for Improvement: An Organizational Necessity - Shortform Books","description":"Black Box Thinking discusses why feedback for improvement is crucial. Without it, there is no way to progress and the system stagnates.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/","og_locale":"en_US","og_type":"article","og_title":"Feedback for Improvement: An Organizational Necessity","og_description":"Black Box Thinking discusses why feedback for improvement is crucial. Without it, there is no way to progress and the system stagnates.","og_url":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/","og_site_name":"Shortform Books","article_published_time":"2022-04-16T02:21:07+00:00","article_modified_time":"2026-01-21T20:15:06+00:00","og_image":[{"width":1152,"height":688,"url":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2022\/01\/employee-feedback.jpg","type":"image\/jpeg"}],"author":"Melissa Stevens","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Melissa Stevens","Est. reading time":"4 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#article","isPartOf":{"@id":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/"},"author":{"name":"Melissa Stevens","@id":"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/5555e27a6d1e1737d0d16e586b815e2c"},"headline":"Feedback for Improvement: An Organizational Necessity","datePublished":"2022-04-16T02:21:07+00:00","dateModified":"2026-01-21T20:15:06+00:00","mainEntityOfPage":{"@id":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/"},"wordCount":805,"commentCount":0,"publisher":{"@id":"https:\/\/www.shortform.com\/blog\/#organization"},"image":{"@id":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#primaryimage"},"thumbnailUrl":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2022\/01\/employee-feedback.jpg","keywords":["Black Box Thinking"],"articleSection":["Communication","Self-Improvement"],"inLanguage":"en-US","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/","url":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/","name":"Feedback for Improvement: An Organizational Necessity - Shortform Books","isPartOf":{"@id":"https:\/\/www.shortform.com\/blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#primaryimage"},"image":{"@id":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#primaryimage"},"thumbnailUrl":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2022\/01\/employee-feedback.jpg","datePublished":"2022-04-16T02:21:07+00:00","dateModified":"2026-01-21T20:15:06+00:00","description":"Black Box Thinking discusses why feedback for improvement is crucial. Without it, there is no way to progress and the system stagnates.","breadcrumb":{"@id":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#primaryimage","url":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2022\/01\/employee-feedback.jpg","contentUrl":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2022\/01\/employee-feedback.jpg","width":1152,"height":688,"caption":"feedback"},{"@type":"BreadcrumbList","@id":"https:\/\/www.shortform.com\/blog\/feedback-for-improvement\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.shortform.com\/blog\/"},{"@type":"ListItem","position":2,"name":"Feedback for Improvement: An Organizational Necessity"}]},{"@type":"WebSite","@id":"https:\/\/www.shortform.com\/blog\/#website","url":"https:\/\/www.shortform.com\/blog\/","name":"Shortform Books","description":"The World&#039;s Best Book Summaries","publisher":{"@id":"https:\/\/www.shortform.com\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.shortform.com\/blog\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.shortform.com\/blog\/#organization","name":"Shortform Books","url":"https:\/\/www.shortform.com\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.shortform.com\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2019\/06\/logo-equilateral-with-text-no-bg.png","contentUrl":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2019\/06\/logo-equilateral-with-text-no-bg.png","width":500,"height":74,"caption":"Shortform Books"},"image":{"@id":"https:\/\/www.shortform.com\/blog\/#\/schema\/logo\/image\/"}},{"@type":"Person","@id":"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/5555e27a6d1e1737d0d16e586b815e2c","name":"Melissa Stevens","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/783a9219672a3f917680643f5cff8fae373f3c9ff6635ab48f3c99ff70c794d7?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/783a9219672a3f917680643f5cff8fae373f3c9ff6635ab48f3c99ff70c794d7?s=96&d=mm&r=g","caption":"Melissa Stevens"},"url":"https:\/\/www.shortform.com\/blog\/author\/melissa\/"}]}},"jetpack_sharing_enabled":true,"jetpack_featured_media_url":"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2022\/01\/employee-feedback.jpg","_links":{"self":[{"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/posts\/64928","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/users\/15"}],"replies":[{"embeddable":true,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/comments?post=64928"}],"version-history":[{"count":8,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/posts\/64928\/revisions"}],"predecessor-version":[{"id":147475,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/posts\/64928\/revisions\/147475"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/media\/58402"}],"wp:attachment":[{"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/media?parent=64928"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/categories?post=64928"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.shortform.com\/blog\/wp-json\/wp\/v2\/tags?post=64928"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}