How can you effectively ask for feedback from a peer?

Particularmente y en base a mi experiencia siempre he tratado de pedir feedback a mis colegas que tengan una mirada diferente a mí y especialmente con los que tenga un nivel de confianza tal que sé que lo qye van a decirme no será lo que yo quiera escuchar, sino lo que ellos opinan en realidad más allá de que me guste o no. Si vamos a decir a las demás personas que nos confían esa apertura lo mínimo que deberíamos hacer es ser honestos (con respeto) y que verdaderamente el feedback agregue valor.

Select someone who can tell you what you need to hear, rather than what you want to hear. People sometimes think they are seeking feedback, but are actually just looking for agreement with their point of view. While it may soothe your bruised ego to find a sympathetic ear, it won't move you forward with self-awareness. It can often be helpful to seek feedback from a peer within your industry. However, the most important criterion is a person who demonstrates objectivity, analytical, active listening, and active inquiry skills (i.e. asking probing, clarifying questions) may prove the most helpful, even if their professional background is not perfectly aligned with yours.

I would simply ask specifically. The more specific your question, the better and measurable the answer. Consider the STAR format: Situation- What was going on? Task - What were your responsibilities to handle the situation? Actions - What did you DO that you’re asking them to review? Results - What were the results of your actions? We don’t G-E-T unless we A-S-K!

To effectively ask for feedback from a peer, approach the conversation with a humble and open mindset, emphasizing your desire to grow and improve. Start by expressing appreciation for their time and insights, then clearly state what specific aspect of your work or behavior you would like feedback on. Encourage honest and constructive criticism by assuring them that you value their perspective and that their feedback will be used constructively. Listen actively to their responses without becoming defensive, and ask follow-up questions to gain deeper insights. Finally, express gratitude for their input and commit to implementing any suggested improvements.

Choosing the right person for feedback is a very crucial thing. When we reach out to people for resume review don't just randomly reach out to every person you see in your connection. Filter it down to your domain, skillsets or in which industry you want to get in and then reach out. It will help you not only get good feedback but also will save your time

There's a formula that I teach my clients when they are networking or doing outreach of any kind: A.I.R. (Advice, Insights, Recommendations). Most people are very open to helping you if you use this approach. Here's what it could sound like: "What ADVICE do you have for me in making a career change?" "I'd love to know what INSIGHTS you have in breaking into the tech industry?" "What companies would you RECOMMEND that I target in my job search?" These are examples of very simple, zero-pressure questions you can your network for feedback, support, etc.

C'est une étape fondamentale, que 80% des gens oublient quand ils demandent du feedback. Si vous souhaitez sortir des généralités et du j'aime/j'aime pas, commencez par formuler une demande précise. idéalement, prévenez à l'avance la personne que vous sollicitez.

Having the purpose and scope before you reach out to someone is a key thing. It help you articulate your ask effectively and get exactly what you need. It also saves time for the person giving you feedback as he knows exactly what you are looking for. Having clear thoughts of your ask will also bring confidence and show your seriousness for the feedback

Definir propósito y alcance es esencial: "Nuestro objetivo es [objetivo claro], enfocándonos en [áreas específicas]. Esto guiará nuestras acciones, asegurando que cada paso nos acerque a nuestra meta, manteniendo la relevancia y eficacia." Establece una dirección clara y limita el esfuerzo a lo que realmente importa.

Defining the purpose and scope is key when seeking feedback from a peer. As a recruiter, I've seen that clear intentions lead to more constructive insights. Crafting resumes involves outlining specific areas for improvement, ensuring focused feedback. In coaching, I encourage clients to communicate the purpose and desired depth of feedback upfront. Personally, when seeking input, being clear about what I aim to improve has enriched the feedback process. Clearly define why you're seeking feedback and the specific areas you'd like insights on to ensure you receive targeted and actionable input from your peer.

Pedir feedback en el momento adecuado es clave: "Tras finalizar este proyecto, me gustaría tu opinión. ?Podríamos hablar sobre lo que ha ido bien y qué mejorar?" Elegir un momento oportuno asegura una reflexión más profunda y respuestas consideradas, optimizando el aprendizaje y desarrollo.

Elige el momento adecuado: Busca un ambiente tranquilo y privado donde ambos se sientan cómodos. Sé específico: Define qué aspectos deseas mejorar o sobre qué proyecto quieres feedback. Haz preguntas abiertas: "?Qué opinas de mi presentación?" o "?En qué áreas crees que puedo mejorar?" fomentan una respuesta completa. Escucha atentamente: Acepta la crítica con madurez y busca comprender la perspectiva de tu compa?ero. Agradece la retroalimentación: Demuestra tu aprecio por la honestidad y el tiempo dedicado.

Avoid asking for feedback when your peer is swamped with work, stressed, or in the middle of a hectic day. It's crucial that both you and your peer have the mental bandwidth for a thoughtful conversation. Additionally, steer clear of asking for feedback immediately after a big success or a crushing failure. Emotions can run high, affecting objectivity and receptiveness. Instead, wait for a calmer moment when your peer has the time and headspace to reflect and share their valuable insights. If you want to take it up a notch, schedule a feedback session in advance. This not only shows respect and professionalism but also ensures that both parties are ready to engage in a meaningful feedback exchange.

We advocate for people being prepared for an unscheduled job search (aka, you got laid off). This way, you are ready to go the minute you hear. So, asking them after the layoff isn't a great time. IF they maintained their position, they probably don't have time. Here's a great way to phrase this: "Hey, Bob, I'm updating my resume so that, if there is any downsizing, I'm ready. I could really use your help since you have a great eye for detail. In the next week or so, could you give me some feedback on my resume, please?" Now they can fit it into their schedule and not feel pressured or give knee jerk feedback.

Asking for feedback at the right time is essential for ensuring a productive and meaningful exchange. Choose a moment when both you and your peer are available and free from distractions, allowing for focused attention and thoughtful consideration. Consider the context of your request and the timing of your peer's availability to ensure they can provide feedback when they're best positioned to do so. Additionally, be mindful of deadlines and project timelines, avoiding moments of high stress or pressure for both parties. By asking at the right time, you increase the likelihood of receiving valuable and constructive feedback that can contribute to your growth and development.

This might sound goofy but - set the stage that you are grateful and appreciative for their feedback and let them know "they won't hurt your feelings" (if this isn't true - LIE ?? ). Thank them for taking the time to share their insights and observations. Then, sit with it. If you have follow up questions, give yourself some time to compose them. I like to also say - take what is useful and discard the rest.

Escuchar y reconocer es vital: "Agradezco tu feedback. Lo que entiendo es [resumen de lo escuchado]. ?Es correcto?" Esto demuestra respeto por la opinión del otro y facilita un entendimiento mutuo, estableciendo una base sólida para el crecimiento personal y profesional.

When you receive feedback from your peer, it's essential to be an active and attentive listener. Put your full focus on what they're saying. Avoid the urge to interrupt, defend yourself, or engage in arguments. Keep emotions at bay and remember, it's about growth, not personal attacks. ??♂? Instead, show gratitude and acknowledge their feedback. A simple "thank you for your time and effort" can go a long way in maintaining a positive and constructive atmosphere. ?? Don't hesitate to seek further clarification either. Ask questions or request examples to ensure you fully understand their perspective. This not only helps you digest the feedback but also demonstrates your commitment to improvement.

Don't ask if you don't want to hear it. We offer a FREE resume analysis to anyone in the US who wants it. However, we get people who are offended by what they hear. If your peer is giving feedback, and they aren't a professional resume writer, remember that it's only their opinion. Accept what they say, think about it, and decide if it's a change you want to make. Just because they give you feedback doesn't mean you need to accept their opinion or make the changes.

Escuchar atentamente los comentarios de potenciales empleadores, reclutadores o mentores durante la búsqueda de empleo es fundamental. Te permite: Comprender mejor sus necesidades y expectativas. Identificar áreas de mejora en tu perfil o presentación. Demostrar madurez y capacidad de recibir feedback.

This is an important step because everyone tries to get a feedback but don't act on it. Try getting feedback from multiple places and jot down to see what will wok for you and implement it. Don't just blindly follow every feedback, because different things work for different people.

Evalúa críticamente: Analiza la fuente: ?Tu compa?ero tiene experiencia en el área que te interesa? Considera el contexto: ?Los comentarios se basan en una observación específica o en una interacción general? Busca evidencia: ?Tu compa?ero puede respaldar sus comentarios con ejemplos concretos?

After getting feedback: Evaluate it critically and objectively. Compare with other sources. Decide on actions for improvement. Follow up with your peer on your progress. Feedback fuels growth! ???? #Feedback #PeerFeedback #GrowthMindset

Evaluar feedback y actuar es crucial: "Evaluaré tus comentarios y determinaré cómo implementarlos. Tu perspectiva es valiosa para mi crecimiento." Demuestra tu disposición a mejorar y el valor que das a la opinión ajena, fomentando un entorno de aprendizaje continuo.

From my experience, receiving feedback, whether from a peer or supervisor, is a GIFT. It's important to ask open ended questions that promotes a healthy dialogue and be open to hearing feedback that may not be positive. This is how we learn, grow and develop. Inform the individual you respect very much their opinion which is why you are reaching out to them. It's also important to express gratitude for your peer's time and willingness to provide feedback and offer to do the same in return. After the feedback is received, reflect on the conversation and think through how you can apply that feedback to strengthen your work performance and/or working relationships.

Although getting positive feedback is great, the REAL GOLD is finding the areas you need to improve. Unfortunately, people are often reluctant to give negative feedback, which is even more common among peers. So, how do you get around this issue? Ensure you ask questions like, in what areas didn't I meet your expectations? Push a little with, in what areas can I improve? Try the question, what's my biggest development need? Finally, how could I do things differently next time? When using these questions, you'll get some areas to work on to become the best professional you can be.

Additionally, consider setting clear expectations with your chosen peer regarding the type of feedback you are seeking. Providing specific guidelines can help them understand how to best support and assist you in your growth. This proactive approach can lead to more effective and valuable feedback.

Al solicitar feedback, recuerda: claridad en lo que buscas, apertura a recibirlo, momento oportuno para la pregunta, escuchar activamente, y compromiso para evaluar y actuar. Estos pasos fomentan un ambiente de confianza y crecimiento mutuo, clave para el desarrollo personal y profesional.

Do some research. Your colleague can give you a bit of insight but they may not actually know current trends. Read, read, and read some more. Things like "the 1-page resume is the ONLY way" are wrong. Or, putting a picture on it if you are in N. America (and most of Europe now). Fancy borders, multiple fonts, and decorative elements are wrong in a digital world. Sometimes, it's better to hire a professional.