How do you get feedback on your professional skills?

It is very hard to protect yourself when you don’t always know what is around the corner. When we get surprised by feedback that we didn’t know was coming, we often feel ambushed and quickly respond with our protective instincts rather than learning from the situation. We can eliminate this surprised reaction by always requiring feedback to be requested by the recipient. When an individual requests feedback, they should also be connecting this request to a specific topic or activity that they are working on to confirm they want to receive supportive coaching from their peers.

The foundation for this is being really clear what your objectives are, and what your manager's and stakeholder's expectations are. Get that in writing, and seek feedback in relation to those objectives and expectations at regular milestones. Constructive feedback is essential for progress. You can course correct and improve your performance as you go.

To effectively manage performance evaluations, establish a structured process with your manager. Schedule regular meetings, preferably monthly, to discuss progress and receive feedback. This regularity ensures both parties are clear on goals and assessment criteria. Avoid overwhelming your manager with frequent feedback requests; instead, use these planned sessions for thorough discussions. This approach balances seeking guidance and demonstrating your ability to apply feedback independently, fostering professional growth.

Ask specific questions to make feedback more honest and useful: 1. What did I do well? Which strengths did I show? 2. How can I improve? Which skills should I focus on to grow?

We don't know unless we ask! In my experience, this simple step is often overlooked. Many just wait until they are asked to have a feedback discussion or performance review time. By then it is often considered too late to make improvements. For people to ask for feedback openly and frequently, leaders must create a culture of psychological safety and trust. Without that, many people won't feel comfortable making the ask.

Disgust takes a backseat when we ask someone that we respect and trust to share their input on our performance. The key factor is that we have a feeling of control when we initiate the request to someone. Just like an unsolicited spam email or phone call, unsolicited feedback can trigger a need to tune out the source and eliminate future dialog that is seen as unreliable and destructive.

Treating feedback sessions seriously is essential for career progression. Approach each session as an opportunity to align with your career vision. During these meetings, take detailed notes and ask clarifying questions to fully understand the feedback. Recognize that both you and your manager are working towards a shared objective. Embrace feedback, whether it's given during structured meetings or impromptu moments, and accept it with respect and politeness. This attitude demonstrates professionalism and a commitment to continuous improvement, key elements for success in any career.

Don't only be open to or take into consideration feedback from people close to you or within your circle of trust. It can be easy to write off or dismiss feedback, especially constructive feedback, if you feel the person doesn't know you. However, it's a great development opportunity to consider the perceptions you create with people who don't know you. You can also reflect on what you could have done differently when something you say or do upset someone, even if you feel like it's their misunderstanding. Obviously, don't give as much weight to off-the-cuff criticism from a stranger, but it's always worth reflecting on if/what you could have done differently even though it's not easy.

Do not ask for feedback if you are not open to listen, and take action on it. Feedback is gold, and needed in your career as you can have blindspots that others can help you see around.

After each feedback session, it's crucial to set clear and achievable goals based on the input you've received. Take your feedback seriously and use it as a foundation for developing a new strategy. Reflect on past errors and actively seek opportunities for upskilling and potential collaborations to enhance your performance. To effectively monitor your progress, employ quantitative metrics, allowing for efficient tracking and future evaluations. As a professional, your aim should be to not just meet, but exceed expectations. This proactive approach to feedback and goal setting is key to continuous growth and career advancement.

Add your development areas to the 1:1 meeting agenda with your manager or core peers. Discuss and reflect on them regularly to make progress.

Before giving feedback... Be sure to ask if someone is open to feedback. This ensures that the person you are sharing feedback with is prepared mentally to be in a place to listen vs. be combative. Without asking, it may come across as brash of offensive.

Proactively seeking feedback is essential for professional growth.It's important to extend your networking efforts beyond your department or company to gain diverse perspectives. However, remember to filter the feedback you receive, as not everyone may have the full context of your situation. In cases of ambiguity or confusion, consulting a career coach or trusted mentor can be invaluable. These professionals can help clarify your thoughts and guide you in constructing a well-defined career vision. By doing this, you can strategically focus your efforts for more efficient and impactful career development.

It is a natural tendency to want to avoid or put down the people who give us negative feedback and potentially expose our weaknesses. We need to eliminate this natural resentment by encouraging all recipients to respond with some type of gratitude for the effort made in sharing feedback. This type of gratitude statement reinforces the goal of creating a feedback culture where every member understands, encourages, challenges, and supports each others’ unique strengths.

I always believe that feedback is a learning opportunity to progress in your respected careers. For example: when I started my career in Financial Crime, I used to get a lot of negative feedback for not doing things right. Instead of taking it personally, I approached my manager and asked for help/guidance. Within a year, I was able to turn myself around and was given the opportunity to coach other members of the team.

Feedback is a normal part of growth! Do not be scared to ask for it, listen to it, and give it to others. With feedback, you can become stronger day to day in areas you want to improve. Leading to better career trajectory.

Feedback is not effective when it is a group activity. Nobody wants to feel like feedback could somehow expose our weaknesses to a public audience. Feedback should always be a private conversation between two individuals and the details of that conversation should remain private unless both individuals agree to release the conversation for public view. That means a manager, HR, or the CEO should not be able to view an interaction between two individuals who have requested feedback from each other.