Feedback is essential for learning, improving, and advancing in your career. However, not all feedback is created equal, and not everyone knows how to give and receive it effectively. In this article, you will learn how to create a feedback culture that helps you grow in your career by following these six steps:
Before you ask for or offer feedback, you need to have a clear idea of what you want to achieve with it. Do you want to improve your skills, performance, or relationships? Do you want to solve a problem, make a decision, or explore an opportunity? By defining your feedback goals, you can communicate them clearly to others and focus on the most relevant and constructive feedback.
Taking feedback is a skill that top 1% leaders practice on a regular basis. It starts with realizing your actions speak louder than words and not being overly worried about what others think. I have found it easiest to do it with the full team and an experineced third party facilitating. In his book "Five Dysfunctions" Lencioni details a great exercise you can use to get the ball rolling. If you want to go it alone, there are simple, non-threatening 4 question starter questions that work well as long as the person rolling up the data is trusted by the team. As in most practices, leaders go first!!
Establish a constructive feedback loop by actively seeking input, both positive and developmental, from peers, mentors, and supervisors. Foster an open and non-judgmental environment that encourages honest communication. Be specific in your requests for feedback, focusing on areas aligned with your career goals. Demonstrate gratitude for received feedback and exhibit a willingness to implement suggested improvements. Regularly assess your progress and adjust goals based on the insights gained. Embrace a growth mindset, viewing feedback as a tool for personal and professional development rather than criticism. Consistently apply the lessons learned to enhance your skills, performance, and overall career trajectory.
The quality of feedback depends largely on who gives it and how well they know you and your work. You should seek feedback from a variety of sources, such as your manager, peers, customers, mentors, or coaches. However, you should also be selective and choose the sources that are credible, trustworthy, and supportive. Avoid feedback from people who are biased, uninformed, or hostile.
One of the best ways to create a feedback culture is to ask for feedback regularly and proactively. This shows that you are open to learning, willing to improve, and interested in others' perspectives. It also encourages others to do the same and creates a norm of feedback exchange. You can ask for feedback after completing a project, meeting a deadline, or presenting an idea. You can also ask for feedback on specific aspects of your work, such as your skills, strengths, or areas of improvement.
A lot of leaders will talk about having an "open door" policy, in the attempt to encourage dialogue and feedback. In my experience, however, it's how the leader behaves that matters the most, especially during feedback. If the leader is giving feedback without being open to or -- worse yet, if they are threatened by feedback -- then it doesn't matter if their door is open or not. Leaders create cultures of feedback by giving feedback openly, asking for feedback, and -- maybe most important -- welcoming critical but constructive feedback.
When you give feedback to others, you should do it respectfully and constructively. This means that you should focus on the behavior, not the person; use specific examples, not generalizations; and provide suggestions, not judgments. You should also balance positive and negative feedback, and express appreciation and recognition for the good work. Moreover, you should give feedback in a timely, honest, and empathetic manner, and avoid criticism, blame, or sarcasm.
When you receive feedback from others, you should do it graciously and gratefully. This means that you should listen attentively, not interrupt or argue; ask questions, not make excuses or defend yourself; and thank the giver, not ignore or dismiss them. You should also be open-minded, not defensive or resistant; and seek clarification, not confirmation or validation. Moreover, you should evaluate the feedback objectively, not emotionally; and decide what to do with it, not ignore or reject it.
The final and most important step in creating a feedback culture is to act on the feedback you receive. This means that you should identify the key points, themes, or patterns in the feedback; prioritize the most important or urgent ones; and create an action plan to address them. You should also monitor your progress, measure your results, and celebrate your achievements. Furthermore, you should follow up with the feedback givers, update them on your actions, and ask for more feedback as needed.