How can consultants request effective feedback from their managers?

For effective feedback, consultants should ask specific, insightful questions like "How can I improve client interactions?" Choose a calm time for discussion, listen actively, and show gratitude for the feedback. Follow up with actions and progress updates to demonstrate commitment to growth. Seeking feedback from varied sources, like peers and mentors, provides a broader perspective on performance and improvement areas.

Firstly, timing is key. Don't just pop the question out of the blue. Schedule a time with your manager, maybe after the project wraps up or during a regular check-in. Be specific about what you want to know. "I'd really like to hear your thoughts on how I handled the client presentations. Are there areas where I excelled or things I could improve?" It's like giving your manager a clear roadmap on what you're looking for. here's an important one: be open to criticism. It's not always easy to hear where you might have gone wrong, but it's crucial for improvement. So, say something like, "I'm eager to learn and grow, so any constructive criticism you have would be really valuable to me.

Here's a neat trick: ask for feedback on your strengths as well. It's not just about finding what went wrong; it's also about recognizing what you did right. So, you might say, "I'd love to know what you think I did particularly well so I can make sure to build on those strengths in future projects." It's like acknowledging your victories too. Remember to express gratitude. Let your manager know that you appreciate their time and insights. You could say, "Thank you for taking the time to share your feedback. It means a lot to me, and I'm committed to applying it to my work." It's like showing that you value their input.

No somos robots, somos seres humanos. Es decir, nosotros necesitamos crear y vivir en estructuras sociales. En este aspecto, un buen consejo es siempre tratar de tener la mejor relación posible con quienes nos rodean (si, incluso con nuestro jefe ??). Busca el momento adecuado para tener un espacio de diálogo a solas, puedes comenzar la charla con algún comentario sobre las cosas que han salido bien del proyecto y luego ir profundizando sobre los aspectos que quieres indagar. Es importante transmitir que eres una persona que quiere progresar y que no se ofende por comentarios superficiales, sino que acepta y agradece las críticas constructivas. Si abres una puerta tienes que poder aceptar lo que de ella salga.

Seeking feedback is a continuous, dynamic process vital for professional growth. Real-time feedback offers immediate learning opportunities, allowing for quick application of insights and adjustments. Reacting to this feedback and seeking follow-up ensures ongoing improvement in specific areas. Additionally, formal feedback sessions, like quarterly reviews, are crucial for long-term development. They allow for broader performance evaluations and setting strategic goals and development areas for long-term success. This multifaceted approach to feedback - immediate, reactive, and periodic - enables sustained and strategic professional development.

A mí me ha resultado útil escuchar primero y la corazonada de cuál es el momento simplemente llega. Pero siempre voy dispuesta a escuchar.

In my experience, effective feedback starts with having clear initial conversations. Early on in an engagement, it's ideal to set up a discussion with the project lead to understand their expectations, thus setting a baseline for performance evaluation. This should be followed by periodic feedback sessions to review progress against the objectives, highlighting achievements and areas for improvement. Additionally, one should also hold regular discussions with their Counselor/Supervisor around broader career development. Personally, I use these sessions with my Counselor to explore ways I can contribute to or align myself with different firm initiatives, identify areas for upskilling, and strategies for crafting an ideal consulting portfolio

Working at a big firm, I never lacked feedback. Feedback was constant and built into project processes and coaching discussions. The harder part was determining which feedback to prioritize and how to action it. Mentors helped with this.

You should approach an outside consulting job like the expert you are. If you aren't the expert they think you are, turn down the job. Always be polite, respectful and direct. You're there to assess, recommend, and implement... or some subset of these. You need to ask good questions, listen to the managers directing your effort, and non-managers who actually do the operation you're investigating. Don't just talk to people, but review documents that relate to the operation or the operational structure. Keep the jargon to a minimum, and never lie or make excuses.