You're seeking valuable feedback from a peer. How can you ensure it's constructive and meaningful?

Clearly state what you need feedback on. For example, “Can you provide feedback on my recent project presentation? Provide context for the feedback request. Explain what you were trying to achieve and any challenges you faced. For example, “I was aiming to make the presentation engaging and concise but struggled with summarizing the key points.”

Understanding how to ask for feedback is a critical tool that can enhance not just our own work, but also improves the connection with those we are asking. The key in this exchange is to know what's going to allow you to process the response without feeling attacked, defensive, wrong, etc...in other words how to continue to feel safe in the body. (This is Felt-sense/Jan Winhall and Bessel Van DerKolks work) In this instance, wording the question clearly may help: I would like for you to share the top 2-3 things that had the strongest impact and 2-3 that would benefit from change? It's a great way to GIVE feedback as well, positives and constructive.

While receiving feedback it's necessary to set expectations and let them know to others for achieving desired results. It will not only improve the quality but also help others understand what you are aiming for!

Prompt Responses: I'll respond quickly, usually within a few seconds, to keep our conversation flowing smoothly.Concise Answers: I'll keep my responses brief and to the point, unless a more detailed explanation is necessary.Clarity: I'll aim to provide clear and understandable answers to your questions.Accuracy: I'll strive to provide accurate information based on my training data up to September 2021 and any additional browsing capabilities if needed.Respect and Professionalism: I'll maintain a respectful and professional tone in all interactions.Customization: Feel free to ask for more detailed explanations, examples, or a change in how I respond (e.g., more casual or formal).

There is nothing worse than ambushing someone for cretique when they are unprepared or unwilling. Take them to lunch Or Setup a virtual coffee chat. Ask opened questions that allow them to expire their own thoughts, feelings and emotions. Better questions always produce better answers. When they do, be prepared to be present and not triggered by any response Get curious and be compassionate

? Use open-ended questions to encourage detailed feedback. For example, “What aspects of my presentation did you find most effective?” or “How do you think I could improve my approach in the future

Getting feedback from peers is so helpful for your growth. Use it as a way to see how people in your role would do something different. Sometimes we feel more relaxed when getting feedback from peers, and are less defensive. Get into the habit of asking (a trusted) colleague what they think. If you are both in a meeting or on a project, let them know beforehand if/when you will want feedback. Even better if you give them a list of things you want critique on beforehand.

NOt everybody is capable and worthy of seeking feedback. Make sure the person has achieved something but more importantly is humble and compassionate while giving the feedback. You don't want somebody to offload their failures or resentment on you as feedback. right?

Create a safe environment where your peer feels comfortable giving honest feedback. Assure them that you value their input and are open to constructive criticism. For example, “I appreciate your honest feedback and am looking for ways to improve. Ask for feedback on specific actions or behaviors rather than personal traits. For example, “How did my time management impact the project’s outcome?” rather than “Do you think I’m good at managing time

Fostering openness is crucial when seeking valuable feedback from peers. Create a safe environment where honesty is encouraged, emphasizing the importance of constructive criticism. Value their input and show openness to both strengths and areas for improvement. This approach promotes sincere and comprehensive exchanges, leading to meaningful growth and development. Actively listen, engage with their feedback, and ask for specific examples to better understand their perspective. By fostering openness, you create a culture that values feedback and supports continuous improvement.

Pay attention to what your peer is saying without interrupting. Show that you are engaged and taking their feedback seriously. Nod, take notes, and ask clarifying questions if needed. Ask for specific examples to understand the feedback better. For example, “Can you give me an example of when I could have communicated more clearly

Feedback is a gift, and it’s taken a lot for this person to provide you with the feedback. Just the act of providing feedback shows that they care, so showing appreciation (even if you don’t 100% agree with the feedback) will help with creating a psychological safe environment that values feedback.

After implementing the feedback, follow up with your peer to share your progress and ask for further input if necessary. For example, “I’ve been working on the areas you suggested and would love to hear your thoughts on my improvement.

Don't ask for feedback. Ask for advice! When you ask for advice instead of feedback, people tend to share more helpful and thoughtful responses. This can lead to better conversations, new ideas, and a more supportive atmosphere. You're way more likely to get engaged, genuine and better quality thoughts from others.