What do you do if you want to maximize the benefits of receiving feedback from your peers?

Create a Feedback-Friendly Environment: Foster a culture of open communication and feedback within your team or organization. Encourage colleagues to provide feedback regularly and establish norms for giving and receiving feedback constructively. Be Open and Receptive: Approach feedback with an open mind and a willingness to learn and grow. Resist the urge to become defensive or dismissive, and instead, listen attentively to the feedback provided, even if it's difficult to hear. Ask for Specific Feedback: When seeking feedback from peers, be specific about what you're looking for. Ask targeted questions about particular aspects of your work, behavior, or performance to elicit actionable feedback that you can use to improve.

Para maximizar os benefícios do feedback dos colegas, abra-se para recebê-lo, pe?a feedback específico, aceite críticas construtivas, seja grato pelo tempo dos colegas, tome medidas com base no feedback, estabele?a uma cultura de feedback, avalie o feedback recebido e busque feedback regularmente.

En mi experiencia liderando equipos de trabajo en el mundo corporativo, acostumbraba por lo menos una vez al a?o invitar a cada integrante del equipo a tomar un café fuera de la oficina, espacio que aprovechaba para escucharlos sobre lo que quisieran expresar, realizar la retroalimentación sobre su gestión y simultáneamente solicitar la retroalimentación de cada uno de ellos sobre mi liderazgo. Es un ejercicio maravilloso porque te permite identificar fortalezas y aspectos en los cuales debes trabajar para mejorar, acercarte al equipo de trabajo desde una dimensión más humana y personal; sin embargo debe realizarse con mucha madurez y apertura

Sometimes the feedback process seems to do more harm than good, especially when a company is just starting to implement the feedback process. No matter what- take it professionally. Many times, especially earlier on in a career, we tie our sense of self into our work. This is especially true for those who are eager to do well. Do not let feedback deter you from pursuing your goals. Pick the feedback you see bringing you the most value to improve on and figure out how you can improve in that area by 1% each week.

It requires an open-minded approach, actively seeking specific feedback, listening attentively, reflecting on the feedback, implementing changes, expressing gratitude, and reciprocating by offering feedback to others. By following these steps, individuals can leverage peer feedback to enhance their growth and development effectively.

Feedback is a gift. It’s also a big win if someone takes the time to give you feedback because they feel it’s worth their time to not sweep and improvement area under the rug. But filtering is also a great skill. Sometimes feedback can be well-intentioned, but it’s not specific to you so much as it may be the other person’s preference for a way to do things, they may be projecting an insecurity, etc. Filtering can help you extract what specific skills you need to improve and what areas you may be fine in and not to over invest your time in.

From my experience, seeking specific feedback is a key. It involves being deliberate about the areas you ask your peers to evaluate. Instead of seeking general feedback, focus on particular aspects of your work or behavior that you aim to enhance. This approach makes it easier for peers to provide relevant and actionable feedback aligned with your objectives. It also demonstrates your proactive stance towards self-improvement and highlights your appreciation for their expertise in specific areas. Additionally, specific feedback enables you to identify both strengths and areas for growth, facilitating targeted development efforts.