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How can you incorporate feedback from others into your self-assessment?

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Self-assessment and reflection are essential skills for staff development, as they allow you to identify your strengths, areas of improvement, and learning goals. However, self-assessment can also be challenging, as you may have blind spots, biases, or gaps in your knowledge that affect your perception of your performance. That's why incorporating feedback from others can be a valuable way to enhance your self-assessment and gain new insights into your work.

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Nigeal Stokes Fisher

Global HRBP | Director of HR | Expert in driving organizational growth through transformational HR Leadership, Global…

1 Benefits of feedback

Feedback from others can help you improve your self-assessment in several ways. First, feedback can provide you with different perspectives and opinions that may not match your own, but can help you see your work from different angles and understand how others perceive it. Second, feedback can highlight your achievements and strengths that you may have overlooked or underestimated, and boost your confidence and motivation. Third, feedback can reveal your areas of improvement and development needs that you may have missed or ignored, and suggest ways to address them and learn from your mistakes.

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2 Sources of feedback

Self-assessment can be complemented by many sources of feedback, such as your manager or supervisor, colleagues or peers, clients or customers, mentors or coaches, and even yourself. Your manager may give you formal or informal feedback on your performance and goals. Your peers can offer feedback on your communication and collaboration with the team. Clients or customers may provide feedback on your service, product, or deliverable. Mentors or coaches can provide insights on your skills and competencies. Lastly, self-reflection is important for evaluating your progress and learning.

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Jason Whiskerd

MTM Consulting | Retired Head at Brentwood Prep School | Visiting Lecturer and PGCE tutor at The University of Buckingham | Head’s Mentor and Coach | Former IAPS Advisory Board Member, Governor and ISI Team Inspector.
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I think it’s important for leaders to seek feedback on a 360 basis, and from several sources within the organisation. I also think that there should be continuity and consistency in the process. This allows you to use the same questions for a number of staff (if not all) and the questions can be based upon the values you have in place and the culture pieces your school has been developing. When all of the information is gathered, you can start to build both an individual and wider picture of performance against set criteria.

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3 Methods of feedback

You can use many methods to collect and analyze feedback from different sources, such as surveys or questionnaires, interviews or meetings, observations or shadowing, feedback forms or reports, and feedback sessions or workshops. For instance, you can ask specific questions or rate your performance on various criteria with online or paper-based tools. You can also have one-on-one or group conversations with your feedback providers and ask open-ended questions. Additionally, you can observe or follow others who perform similar tasks or roles as you and learn from their examples and feedback. Furthermore, you can use standardized or customized documents to record and summarize the feedback you receive from different sources. Lastly, you can participate in structured or informal activities that involve giving and receiving feedback with others to discuss the results and implications.

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4 Tips for feedback

Feedback from others can be a great tool for your self-assessment, but it can also be tricky to receive and use effectively. To make the most of feedback from others, try to be open and receptive - approach it with curiosity and willingness to learn. Be selective and critical when evaluating the feedback you receive, since it may contain noise, bias, or errors. Additionally, make sure to be proactive and action-oriented - use the feedback to set goals for improvement and development, plan and implement actions to address it, and monitor your progress. Lastly, be reflective and continuous - review and revise your self-assessment based on the feedback you receive, identify changes and improvements you have made, and seek feedback regularly.

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Nigeal Stokes Fisher

Global HRBP | Director of HR | Expert in driving organizational growth through transformational HR Leadership, Global Operations, and DEI Initiatives.
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One thing I have found helpful, is taking the time to analyze and reflect on the feedback received. Reflect and consider how it aligns with your self-perception and the perception of your peers, mentors, and leadership. Next assess how the feedback resonates with you and if it provides valuable insights that can assist in your self-assessment process. Consider the credibility and expertise of the provider’s. Do they understand your abilities and have they observed your performance first hand? All of these are important factors and should help you determine the actionable steps you can take to enhance your skills and address any gaps.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you incorporate feedback from others into your self-assessment?

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1 Benefits of feedback

2 Sources of feedback

3 Methods of feedback

4 Tips for feedback

5 Here’s what else to consider

Staff Development

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How can you incorporate feedback from others into your self-assessment?

1

2

3

4

5

1 Benefits of feedback

2 Sources of feedback

3 Methods of feedback

4 Tips for feedback

5 Here’s what else to consider

Staff Development

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