Here's how you can gain valuable insights by seeking feedback from your peers and colleagues.

Think of this as an outsider to an argument. When two people are finished arguing, they both think they are right. If they did not think they were, there would not have been an argument. As you watched the argument take place, you were able to see two different viewpoints from an objective standpoint. To sum it up, you saw the holes in both parties' viewpoints. This is what a peer does for you. They see you and your work from an objective viewpoint and are able to provide feedback to you that you may not see yourself. They can share valuable insights into how you can both learn and grow. Trust your peers and welcome their feedback.

To start, understand that your peers can offer a wealth of knowledge. They observe your methods and interactions from a different vantage point and can provide constructive criticism that helps you grow. When soliciting feedback, be specific about the areas you want to improve. This precision allows your colleagues to offer targeted advice rather than general comments, which can be more actionable and beneficial for your professional development. By valuing and incorporating peer insights, you can gain diverse perspectives that enhance your skills and performance.

The business of people serving people is enriched by the open dialogue shared between peers. Consider that our work isn’t calculus. There’s no single solution set for how or why to engage with someone. Listen to everyone. The loud voices, the quiet voices, the “big idea” voices and the simple voices. Remember listening to respond is not enough - we MUST listen to understand. The things that define us and separate us as humans also make us great - hearing from those around you can make profound and permanent impacts on the way we do things.

Your peers have insights about you that you'll never see nor realize. Seeking feedback from them, especially constructive, helpful feedback would be extremely valuable in your development.

Schedule regular check-ins, be open and receptive, and ask specific questions to gather constructive feedback. Use multiple channels like face-to-face conversations, emails, or anonymous forms. Reflect on the feedback, create an action plan, and express gratitude to foster a supportive environment.

Creating an environment where open dialogue is encouraged can make all the difference. Let your colleagues know that you value their opinions and are open to constructive feedback. This fosters a culture of trust and continuous improvement, where everyone feels comfortable sharing their insights. Remember, it's not just about receiving feedback but also about how you respond to it. Be receptive and show appreciation for their input, as this will encourage them to be honest and supportive in their future observations. This approach helps build a collaborative and growth-oriented workplace.

This point seems very realistic but once you are upfront of your managers or team leaders, be ready to face favoritism and mental harassment. These two things are unsaid but absolutely visible. So I believe it is up to you where you should be diplomatic and where you can teach people a lesson.

Everyone must be in an environment where they can share their thoughts without the fear of being judged and condemned. This means everyone must be receptive to feedback, the positive and the negative, in a mature way.

Ask Open-Ended Questions: Use questions that encourage detailed responses rather than simple yes/no answers. For example, "Can you tell me how I can improve my project management skills?" instead of "Do you think I am a good project manager?"

Once you've received feedback, it's crucial to translate it into actionable steps. Reflect on the input and decide which pieces you can implement immediately and which may require a longer-term strategy. Setting tangible goals based on the feedback will help you track your progress and ensure that the advice you've received is put to good use. This process also demonstrates to your peers that their feedback is valued and has a real impact on your professional journey. By taking clear, actionable steps, you can continuously improve and show your commitment to growth and development.

You’ve heard of KISS and SMART as it relates to goals. Dozens of years later they’re still in play. Feedback in the absence of actionable steps (especially constructive feedback) gives no definition on “where we go from here.” It’s appropriate to make sure that feedback includes a plan, solves a problem, or closes a gap with steps that make sense. A more modern approach to what once was steps being assigned by a manager, is to have a real discussion about the feedback and what change can produce the desired outcome. Collaboration in concert with direct feedback can support growth and change.

Check-ins are valuable as a wake-up for everyone to keep their focus on the work they have to do to reach company goals. There's a tendency for people in general to slack off while in the middle of things. Regular check-ins would help everyone be locked-in.

In my experience, practicing self-reflection is one of the most important aspects of personal growth. Taking time to reflect on our own performance helps us learn from mistakes, celebrate achievements, and ultimately adapt and overcome. Self-reflection starts with being aware of our own behaviors, emotions, and experiences, processing those details, then using those lessons, achievements, screwups, etc.. to grow and develop further. This self examination can teach us a lot about ourselves! It’s important to utilize it. Remember, self-reflection is an ongoing process, not a one time thing. If you commit to this practice, I’m confident it will always foster and lead to positive change.

Self reflection while seeking feedback is essential. First identify the right individuals who can share non-biased, constructive feedback. Listen fully without interruptions, how others look at your behavior is step one to accepting feedback. Avoid reacting just to defend yourself, rather step out from the situation and see if your action/words really conveyed your intention. Work on your feedbacks and keep track of your behavioural changes. Establish feedback loops than one of conversations. Work on your realization time. How long before you realise that you may have over reacted or ended up on the wrong side. Act on your findings and set things right to move forward. This time taking process is but an effective one.

Reflect on the Feedback: Take time to reflect on the feedback you’ve received. Consider how it aligns with your self-assessment and other feedback you’ve gotten. Identify common themes and areas for growth.

Be willing to ask what you can do. - What can I do for you today? - What can I do to grow my skillset? - What can I do to take more ownership? - What can I do to be a better leader and business partner? Authenticity matters. Be who you’re meant to be when no one is watching and you’ll certainly be a better person for it.

I regularly ask the top performers in my company for advice and feedback, outside of my vertical. I think as you climb, the temptation is to give more advice than you seek, but I continually ask those top performers what they'd do, how they operate and what their process looks like. If you've got a Senior or a Consultant who seems blessed when it comes to an element of the cycle you struggle with, even as a Principal or a Manager, ask them how they do it! Park the ego and watch it benefit everyone.

Be specific in your request when asking feedback with someone other than the people working on same project/team. I often use this when I work on multiple projects/gigs and working with different clients/stakeholders. For Example I handled a all hands meeting for a big group: "Could you give me feedback on how I handled the team meeting last week? I'm particularly interested in knowing if my communication was clear and if I addressed everyone's concerns effectively."

I'd say, regularly check in with teammates and reflect on their suggestions. Opening up dialogue fosters growth and ensures continuous improvement in a supportive environment. ??♂?