How can you leverage feedback, coaching, and mentoring to support your career development and retention?

1 Benefits of feedback

Feedback is the information you receive from others about your performance, behavior, and impact. It can be positive or constructive, formal or informal, solicited or unsolicited. Feedback can help you identify your strengths and areas for improvement, align your expectations and priorities, and adjust your actions and strategies. To leverage feedback, you need to seek it regularly, listen to it attentively, and act on it accordingly.

2 Benefits of coaching

Coaching is the process of helping you develop your potential and achieve your goals through guidance, support, and challenge. It can be provided by a manager, a peer, or an external coach. Coaching can help you clarify your vision and values, explore your options and opportunities, and overcome your challenges and barriers. To leverage coaching, you need to engage in it proactively, communicate your needs and preferences, and follow through on your commitments.

3 Benefits of mentoring

Mentoring is the relationship between you and a more experienced or senior person who shares their knowledge, insights, and advice. It can be formal or informal, long-term or short-term, one-on-one or group-based. Mentoring can help you learn from others' experiences and perspectives, expand your network and exposure, and access additional resources and support. To leverage mentoring, you need to find a suitable mentor, establish a clear agreement, and nurture the relationship.

4 How to seek feedback, coaching, and mentoring

To seek feedback, coaching, and mentoring, you need to be proactive, curious, and open-minded. You can ask for feedback from your manager, peers, customers, or other stakeholders, using specific questions and examples. You can request coaching from your manager, a colleague, or an external coach, using clear goals and expectations. You can look for mentoring from someone you admire, respect, or trust, using a mutual interest or connection.

5 How to receive feedback, coaching, and mentoring

To receive feedback, coaching, and mentoring, you need to be respectful, attentive, and appreciative. You can listen to feedback with an open mind, without interrupting or defending yourself. You can acknowledge the feedback giver's intention and perspective, and ask for clarification or examples if needed. You can express your gratitude and appreciation for the feedback, and share how you plan to use it. You can do the same for coaching and mentoring, as well as asking questions, sharing feedback, and following up.

6 How to act on feedback, coaching, and mentoring

To act on feedback, coaching, and mentoring, you need to be reflective, adaptive, and accountable. You can reflect on the feedback, coaching, or mentoring you received, and identify the key messages, insights, and actions. You can adapt your behavior, skills, or strategies based on the feedback, coaching, or mentoring you received, and test them in different situations. You can monitor your progress and results, and seek more feedback, coaching, or mentoring as needed.

7 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?