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How do you incorporate feedback into your own professional development and growth?

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Feedback and evaluation methods are essential for any supervisor who wants to improve their performance, motivate their team, and achieve their goals. In this article, we will explore how you can incorporate feedback into your own professional development and growth, and how you can use different evaluation methods to assess your progress and identify areas for improvement.

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Guy Baxter

Monitoring the health and security of the Department of Defense Information Network for Army Pacific while ensuring the…

1 Why feedback matters

Feedback is the information you receive from others about your work, behavior, and impact. It can be positive or negative, formal or informal, solicited or unsolicited. Feedback helps you to understand your strengths and weaknesses, to learn from your mistakes, and to align your actions with your expectations and standards. Feedback also helps you to build trust and rapport with your team, to recognize their achievements, and to address any issues or concerns.

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2 How to seek feedback

Seeking feedback is a proactive and continuous process that requires you to be open, curious, and humble. You can seek feedback from various sources, such as your manager, your peers, your subordinates, your customers, or your mentors. You can ask for feedback in different ways, such as by requesting a performance review, by conducting a 360-degree feedback survey, by asking specific questions, or by observing and listening to others. You can seek feedback on different aspects of your work, such as your skills, your knowledge, your communication, your leadership, or your results.

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Guy Baxter

Monitoring the health and security of the Department of Defense Information Network for Army Pacific while ensuring the Common Operations Picture is current in a developing Network Operations cell.
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There are three things you need in order for the feedback loop to work. You must be "open" for feedback; you may need to "advertise" as so many either keep their views to themselves or treat feedback as a complaint box. As you receive feedback you need to listen and not just with your ears. The intent of the message may be expressed in the tone, medium used, or even the physical expression of the messenger. Lastly you had better have thick skin because feedback can be painful, ugly, and unfiltered.

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3 How to receive feedback

Receiving feedback can be challenging, especially if it is negative or unexpected. However, you can make the most of it by following some best practices, such as by thanking the feedback giver, by listening actively and attentively, by asking for clarification and examples, by acknowledging and accepting your responsibility, by avoiding defensiveness and excuses, by reflecting and analyzing the feedback, and by taking action and following up.

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4 How to give feedback

Giving feedback is a critical skill for any supervisor who wants to support and develop their team. You can give feedback effectively by following some guidelines, such as by being specific and timely, by focusing on the behavior and not the person, by balancing the positive and the negative, by using the sandwich method, by providing suggestions and solutions, by being respectful and empathetic, and by checking for understanding and agreement.

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Guy Baxter

Monitoring the health and security of the Department of Defense Information Network for Army Pacific while ensuring the Common Operations Picture is current in a developing Network Operations cell.
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Feedback is critical for healthy growth. It may be framed by organizational guidelines but there are two things that you should never do. Do not use feedback as a complaint forum; this means don't assign blame or attack a person or process. Remember that feedback is an opinion based on observation and experience, not a cemented group of facts or set of allegations. There is little to nothing to gain from providing feedback if you are seeking agreement. This implies that the recipient already knows they need to or should have made the changes you are suggesting, meaning your feeddback is actually moot. This does not preclude ensuring the recipient understands what you are commenting on.

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5 How to evaluate your progress

Evaluating your progress is a way of measuring and monitoring your performance, your achievements, and your areas for improvement. You can evaluate your progress by using different methods, such as by setting SMART goals, by tracking and reviewing your actions and outcomes, by collecting and analyzing data and evidence, by comparing your results with your benchmarks and standards, by seeking feedback from others, and by celebrating your successes and learning from your failures.

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6 How to improve your skills

Improving your skills is a continuous and lifelong process that requires you to be committed, motivated, and adaptable. You can improve your skills by using different strategies, such as by identifying your learning needs and gaps, by creating a personal development plan, by seeking learning opportunities and resources, by applying and practicing your new skills, by reflecting and evaluating your learning, and by updating and revising your plan.

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How do you incorporate feedback into your own professional development and growth?

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3

4

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1 Why feedback matters

2 How to seek feedback

3 How to receive feedback

4 How to give feedback

5 How to evaluate your progress

6 How to improve your skills

Supervisory Skills

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How do you incorporate feedback into your own professional development and growth?

1

2

3

4

5

6

1 Why feedback matters

2 How to seek feedback

3 How to receive feedback

4 How to give feedback

5 How to evaluate your progress

6 How to improve your skills

Supervisory Skills

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