What can you learn from feedback on your personal brand?

Feedback matters because it fuels personal growth. It uncovers strengths, spotlights areas for improvement, and fine-tunes strategies. It's a mirror reflecting how you're perceived, your value, and expectations. Seek feedback from diverse sources: colleagues, clients, mentors, online platforms. It's your compass to brand enhancement.

Feedback is a gift that provides you with information about how your brand is perceived. Genuinely receiving feedback requires a level of vulnerability. Accepting feedback from different sources can help you hone how you communicate your brand to various audiences. When you open yourself to dialogue to receive feedback, you show a willingness to grow and learn. More people will be willing to help you and provide you with additional feedback and even be willing to receive it from you as well.

Feed back is very vital as it helps shape your vision and plans as a brand. You can make very accurate and decisive decisions that will inflict your brand positively

Asking for feedback can be scary at first. It's helpful to position yourself, if possible, around people and in organizations invested in growth and development. Examples include professional organizations, affinity groups, and development programs. Asking for feedback should also be a part of one-on-one meetings with your supervisor. Many people want to help but don't have time to read minds, so ask for specific feedback. Spend time thinking about what and how you want to improve so you can have a thoughtful and engaging conversation about the feedback.

Seeking feedback shouldn’t come everyone one, it’s important to align yourself with persons who share your vision and understand your brand first and foremost. Getting feedback from such people will go a long way to help you grow as a brand. Secondly though your brand may not be for everyone, it is important to once in a while listen to feedback from others who do not understand your brand, just maybe some little consideration and you can win over a lot more people to come to accept your brand

its very important eliminate the feedback giver ' the persona' of the person and the actual feedback given. the key is to look at it objectively. So a wise idea here is to collect feedbacks from couple of people, and not relying solely on one person. And if in the process, there are improvement areas emerging that have been repeatedly mentioned by the different feedback givers then that's definitely a blind spot to work on.

As a brand I assume you have a core vision and mission. To best evaluate and analyze feedback, you have to critically and objectively consider all the feedbacks you receive and see how these feedback align with your mission and vision and how it can improve your brand

In my experience looking at the SMARTness of the feedback is key. Is it attainable? Not all feedbacks are SMART and not all feedbacks can be acted upon. Be sure to check all the boxes before you try to implement feedback.

When giving feedback, one size does not fit all. We need to tailor our approach and expectations, especially when you give feedback to an introverted colleague who may absorb the feedback in a different way to extroverted colleagues. Here are five things to consider before giving feedback to an introverted colleague: 1. Expect follow up questions after the feedback session once they have had time to analyse the information in their own time 2. Give time for responses and allow silence 3. Consider offering written feedback and giving the option for written responses 4. Don’t expect them to excel in “extroverted” areas immediately 5. Offer the chance to discuss root causes behind any issues so they can define specific actions

It’s always important to mostly consider the message conveyed other than the giver of the information. Feedback can be a mirror that reflects how everyone around us see us and our actions. It can be CONSTRUCTIVE and DESTRUCTIVE It’s left to us to critically assess ourselves after feedback is given, to make changes or improve. It’s not every feedback you act on, sometimes you just listen and move on.