Here's how you can actively pursue feedback from your boss to enhance your performance.

Like they say timing is everything. It is important to understand your boss and how s(he) operates. Whilst you might look in to the calendar and schedule a feedback meeting in packed day chances are whilst your boss might still be prepared and to the point, you might not get the chance to have a proper developmental conversation. So understand the operating model of your boss work out the most opportune time for a discussion of that sort. Directly asking might help, say you want a an hour, half and hour for a conversation like that. They know knwo best what days and times work best for something like that.

Follow in the footsteps of your mentor and senior leaders. The best feedback is often provided when you are on the move together with your closest management, for example during a work related trip or when you're on a way to and from a conference or external meeting.

Es importante recordar que el feedforward es un proceso bilateral, somos parte de la responsabilidad de buscar un espacio 1 a 1 e impulsar a nuestras(os) lideres ha generar de manera constante espacios para tomar estas sesiones. Esto ayudará a nuestro desarrollo personal y al buscar cumplir con nuestras metas.

To actively pursue feedback from your boss and enhance your performance, embody a growth mindset and prepare for feedback sessions. Review your performance, clarify expectations, gather supporting evidence, and craft insightful questions. This preparation helps you engage in a productive dialogue with your boss, identify concrete steps for improvement, and make the most of the opportunity to grow professionally. Practical feedback sessions can lead to enhanced performance and better alignment with your boss’s expectations.

In my Opinion : When you're asking your manager for feedback, one of the most important things - heck, probably THE most important thing - is picking the right time to have that discussion and make your request. It takes some social smarts to know the right moment to ask for someone's opinion. If you choose the wrong time, it can go one of two ways: 1- Either the feedback you get will be really surface-level, without enough time to really dive into it. 2- The reaction might be unwelcome, or even downright hurtful to you. That's why nailing the timing is crucial - it can make up like 40% of whether you end up getting the constructive feedback you're looking for.

Okay, let's break this down in a more casual, conversational way :) So, if you're trying to find a specific street, people are gonna ask you some straightforward, clear questions to figure out where exactly you're trying to go. Same goes for when you're asking your manager for feedback, you gotta be specific, have at least a couple of questions ready, like about the final product you worked on. When he gives you the feedback, don't just take it and run. Talk it through, make sure you really understand where they're coming from. You can even throw in some open-ended questions during the discussion to get a better sense of what you can realistically do to level up. The key is, don't just passively accept the feedback, discuss it.

Escreve, vá com seu bloquinho de notas, pegue os pontos relevantes durante o mês ou trimestre, enfim, se planeje para ter a melhor experiência possível

Indem Sie gezielte Fragen vorbereiten, f?rdern Sie nicht nur Klarheit und Fokus, sondern zeigen auch Ihre Bereitschaft, sich mit verschiedenen Perspektiven auseinanderzusetzen. Diese Offenheit gegenüber neuen Informationen und die F?higkeit, diese in Ihr Handeln zu integrieren, sind entscheidende Komponenten für pers?nliches Wachstum. Nutzen Sie die Gelegenheit, um nicht nur aktuelle Projekte zu besprechen, sondern auch langfristige Entwicklungsziele zu identifizieren. Seien Sie bereit, Ihr Verhalten und Ihre Strategien basierend auf dem erhaltenen Feedback flexibel anzupassen.

Além de se preparar e programar perguntas, acredito que é importante, trazer exemplos concretos, apresentar situa??es específicas em que você gostaria de saber como poderia ter agido de maneira diferente ou mais eficaz.

Answering these questions yourself first, by giving yourself feedback, could be a valuable way to get to know your strengths and weaknesses. The feedback from your boss can serve as a reality check, and to confirm certain things.

One thing I’ve found helpful is to give myself self compassion and patience when I do receive feedback that is not aligned with my perspective. The amygdala will naturally get triggered, and I naturally want to fight, freeze or flee. It’s natural to feel disappointed, shocked or a combination of both, even after years of practicing self awareness and self management. I usually advise coaching clients- and myself - that it’s ok to not have a response right away and to ask for some time to process what you just heard. This allows you to prevent any premature responses, and sends a message that you are listening to understand, not respond. The ego can be the biggest barrier to self reflection and learning.

Absorva as crítica e melhore onde deve melhorar, mesmo que você n?o concorde 100% com tudo dito, absorva o que você acha necessário

Kritik anzunehmen erfordert ein hohes Ma? an emotionaler Offenheit und Selbstakzeptanz. Erkennen Sie an, dass Kritik nicht Ihr Selbstwertgefühl infrage stellt, sondern vielmehr dazu dient, Ihre F?higkeiten und Ihr Verhalten zu optimieren. Durch aktives Zuh?ren und die Bereitschaft, aus Fehlern zu lernen, zeigen Sie Resilienz und die F?higkeit, sich an Herausforderungen anzupassen. Machen Sie sich bewusst, dass jeder Rückschlag eine Gelegenheit ist, wertvolle Lektionen zu lernen und Ihre professionelle Entwicklung voranzutreiben

Feedback do líder é um processo contínuo que exige proatividade, abertura e compromisso com o crescimento. Devemos sempre levar para o lado positivo de que o feedback está sendo feito para melhorar o desempenho. Ficar na defensiva n?o é um bom caminho para esta melhora.

I encourage connect sessions with your direct manager, peers, and those you interact with often. It helps build a healthy working relationship, rapport, and trust thus making it easier for both parties to receive and give helpful feedback. Feedback is a gift!

Acredito que a melhora forma de acompanhar é desenvolver um plano de a??o com base no feedback recebido. Demostrando assim que você está comprometido em melhorar e após algum tempo, fa?a um follow-up com seu líder para discutir os progressos e receber mais feedback.

Feedback n?o pode ser solto, tem que ser dito e feito e acompanhado. Pela pessoa e pelo líder, o profissional deve ter maturidade de evoluir e se policiar com melhorias

Anote novamente, tenha anota??es, metas curtas e longas, adequadas pelo que foi dito no feedback, planejamento, plano de a??o e o que mudar!

Die Nachverfolgung des Feedbacks zeigt nicht nur Ihr Engagement für pers?nliche Entwicklung, sondern f?rdert auch Ihre F?higkeit, aktiv und bewusst zu handeln. Setzen Sie klare, realistische Ziele und entwickeln Sie Strategien, um diese zu erreichen. Dies erm?glicht es Ihnen, kontinuierlich zu wachsen und sich an neue Herausforderungen anzupassen. Indem Sie Ihre Fortschritte regelm??ig überprüfen und anpassen, bleiben Sie flexibel und k?nnen sich auf das Wesentliche konzentrieren. Dieser iterative Prozess unterstützt Ihre langfristige Entwicklung und hilft Ihnen, sich in Ihrem beruflichen Umfeld kontinuierlich zu verbessern.

Práticas de 1x1 devem ser frequentes, através de uma cultura de transparência. Mostre métricas e dados e aponte gargalos a serem trabalhados.

In my experience, not all feedback is good feedback. Some will excite you, and some may disappoint you—be open to it. Prioritize requesting feedback continuously after milestones - big and small. Don’t wait for the scheduled mid-year or year-end performance reviews to seek feedback. Waiting means you might miss the opportunity to make timely adjustments and improvements. Your line manager is invested in your success, so ask for feedback and take it for what it is - it is a learning and growth opportunity.

Feedback ist nicht immer angenehm, aber entscheidend für Ihr Wachstum. Seien Sie offen für alle Arten von Rückmeldungen – sowohl für die positiven, die Sie motivieren, als auch für die negativen, die Sie herausfordern. Priorisieren Sie kontinuierliches Feedback, besonders nach wichtigen Meilensteinen, anstatt nur auf formelle Leistungsbeurteilungen zu warten. Indem Sie regelm??ig Feedback einholen, bleiben Sie flexibel und k?nnen zeitnah Anpassungen vornehmen. Ihr Vorgesetzter ist an Ihrem Erfolg interessiert, also nutzen Sie Feedback als wertvolle Lern- und Wachstumsgelegenheit. Dieser kontinuierliche Austausch erm?glicht es Ihnen, sich st?ndig weiterzuentwickeln und Ihre beruflichen Ziele zu erreichen.

Devemos demonstrar que estamos realmente interessado no feedback, ouvindo ativamente e fazendo perguntas para esclarecer pontos. Demonstrar gratid?o pelo feedback recebido, mesmo que seja crítico, refor?a uma cultura de abertura e aprendizado contínuo.

Continue melhorando sempre, com feedbacks, comunica??o, lideran?a, estamos sempre em desenvolvimento, acompanhe desde o come?o do processo até o final ou a melhoria!

Autorreflex?o é algo primordial, pensa sobre você mesmo, ajuste comportamentos ou skills, planeje e fa?a acontecer, as vezes a autorreflex?o é melhor que um feedback, conheci a si mesmo.

Podemos aceitar ou n?o os feedbacks, quando eles n?o est?o alinhados com o propósito n?o vemos sentido em segui-los. Sempre tenha clareza nos propósitos individuais e coletivos, para que, se necessário, fazer ajustes.

All of the above are relevant and important. My perspective here is all about leaders and people being asked for feedback….. Don’t be an asshole It’s hard to ask for and receive feedback. Understand how difficult it is from their perspective. Be empathetic, offer support, be supportive and follow through.

Muchas personas esperan pasivamente a que su jefe les ofrezca retroalimentación, y esto puede limitar su crecimiento profesional. En cambio, tomar la iniciativa para solicitar retroalimentación demuestra compromiso con el desarrollo y deseo de mejorar continuamente. Para recibir una retroalimentación honesta y constructiva, es fundamental establecer una relación de confianza. Esto implica ser abierto y receptivo a los comentarios, incluso cuando sean críticos. Además, tomar la iniciativa no es solo beneficioso para ti, sino que también puede ayudar a tu jefe a mejorar como líder y te da la posibilidad de expresar y mostrar cuáles son tus expectativas y lo que esperas para tu futuro.

"Lo bueno del trabajo en equipo es que siempre tienes a alguien a tu lado" Lo anterior, también Esto debemos tenerlo muy presente, nos ayuda a llegar con empatía, para poder construcción la retroalimentación. Gracias