What do you do if your colleagues' feedback is hindering your growth as a data management professional?

Feedback is valuable information. First thing, talk in real-time by phone. In-person is always the best way to understand someone else's concerns and the why behind them. Don't assume they are "out to get you" - companies can be like high school - maybe that person didn't say what you heard. Many times it's a matter of that person feeling that you didn't pay proper attention to something they consider important that affects their ability to do their jobs or they think they are more educated on the topic than you are and have your info wrong. Consider their perspective, and role, and try to incorporate what you learn from them into improving yourself. Getting them on your team is invaluable to your success. Communication is key.

If feedback from colleagues is limiting your growth as a data management professional, seek advice from diverse sources like mentors or professional networks. Clearly define your learning goals and ask for specific, constructive criticism to guide your development. This focused approach will help you receive more relevant and useful feedback.

I am a privacy/data attorney - because of training in the IT world, folks are often given "definitions" of high-level data terms such as "Sensitive Information" but don't understand that these terms vary based on the applicable regulations. There are no universal set definitions. This is an area that I find I need to work with other folks to ensure that they understand the bigger picture of my role and perspective, and hopefully help IT folks understand that I'm on their side and we all have the same goals for the organization -- to keep it safe. Each time I get feedback, I learn more about how to do my job better.

If you hear common feedback from numerous sources, consider that this is an opportunity for you or your department to make sure folks feel included, can freely exchange questions and ideas, and hopefully have a better understanding of the topic later. Another way I've tackled this is to interview the stakeholders involved and ask how I can do my job more effectively to help improve this area for them.

Taking someone opinion in your work is always helpful. As no one mind think alike, so getting opinion can definitely add a new perspective that can be very helpful in the project. Taking feedback in a positive way is always important

Take the information you've gathered above and create company materials to help explain common questions as a quick reference guide (FAQ). This goes well with a training session for the folks who want to learn more or need to for their roles. Training doesn't have to be sleep-inducing - even from the legal team, really! My trainings, back when we had in-person encounters, involved passing a bowl of questions around with a bowl and wadded up bills (my money) mixed with 1s, 5s and a few 20s. Anyone who tried to answer a question on a bill thrown at them - if she got it right, she got another bill. With all this money-throwing, people were literally on their toes and had "enough money to buy lunch" by the end.

Feedback is an important tool for team building. A constructive feedback should aim at encouraging better performance and should be evaluated in the spirit it was given. Beyond technical skills a team inherently uses soft skills. At each stage of developing the teams with exercises like feedback taking the team should be trained to give neutral constructive feedback that will enhance team performance.