How do you learn from project feedback?

First off all : feedbacks must come without any filter. More often that we want, the failures are masked to "protect" people or teams. It's the culture of openly talk about failures, without pointing fingers or take "revenge" that enriches the most the after project briefing. In a culture where failures are seem as "learning opportunities" rather than "loose ends to be dealt with", the learning curve is accelerated and future projects go smoothly. So, in a long run, having a culture of openly discuss errors and failures, improves the company and their corps of employees. Focusing on identifying problems, errors and failures, not "failed people", get us farther them mask the truth and look for someone to blame.

When starting any project , select a team that represents all areas that will be impacted by the project. Get the team in a conference room and have a detailed discussion on ground rules, values of the company, project strategy and execution plan and outcomes expected. Assign team leads and set up schedule for regular feedback in advance. Ground rules should be developed by the Team ! Seek open feedback, speak about the need for integrity, respect for everyone, support each other and articulate other values in the firm. Constructive feedback will be valued and not seen as criticism. Share successes. Good ground rules will deliver better feedback and will lead to constructive actions as the project moves forward.

- Feedback is a gift: In my entrepreneurial journey I've always asked for feedback; - Be an active listener: But make informed decisions. - Be Open minded: Be respectful to those who have a different opinion. - Constructive criticism: Remember you cannot please everyone, so be receptive to criticism. - Be data / insights driven: But use your gut instinct as well. Take small but calculated steps.

1) Yes, feedback is a gift. 2) And we don't always like or appreciate the gifts people give us. 3) Take what's useful and ignore the rest. 4) Do MORE work, get more "reps", and larger sample size of input 5) Charge for your work; do you provide enough value for people to pay you? Clients vote with their $$. That's feedback.

Once the feedbacks are collected, the next step is how to transform them in organizational knowledge. Knowledge becomes one of the most important immaterial assets of the organization.

? Identify Patterns: Look for common themes or repeated concerns in the feedback you receive. ? Differentiate Feedback: Separate subjective feedback (based on personal opinions) from objective feedback (based on observable facts). ? Prioritize: Not all feedback is equally important. Focus on the issues that have the most impact on the project or your performance.

-Connect the dots: Analyzing feedback across inter-dependent themes and patterns can provide strategic insights. -Customer Impact: Prioritize the ones that have impact on customer and business value over internal issues

It is important to understand upfront what attributes/variables are more important than others so you can evaluate the feedback with weights. You may receive significant negative or positive feedback that may not have an overall impact; thus, knowing what will be most impactful in advance is essential to understand how to use it most effectively and efficiently.

Develop an Action Plan: Outline concrete steps to address the feedback. ? Communicate: Share your plan with the team and any other stakeholders. Transparency builds trust and ensures everyone is on the same page. ? Monitor Progress: Regularly review your progress in addressing the feedback and adjust your plan if necessary.

While feedback is often times qualitative, it must be given with an intent to make it actionable so the individual receiving the feedback can do better, course correct, or build on strengths.

It’s also important to give credit to people who’s honest feedback makes a difference. When acting on feedback people enjoy being praised for their contributions. It helps to cement the desired behaviors for future projects.

? Proactively Seek Feedback: Don’t wait for others to offer feedback. Ask for it regularly and make it clear that you welcome it. ? Seek Diverse Perspectives: Try to get feedback from a variety of sources (clients, colleagues, subordinates) to get a fuller picture of your performance.

? Reflect: Take the time to consider the feedback you’ve received and how it aligns with your own perceptions. ? Fact-check: Make sure the feedback is based on accurate information. If not, seek clarification or more information. ? Be Open: Keep an open mind. Even feedback that initially seems off base may contain a kernel of truth.

? Express Gratitude: Always thank the person who gave you feedback, even if you disagree with it. ? Show Progress: Demonstrate that you’ve incorporated the feedback. This encourages further feedback in the future as it shows that the effort of giving feedback was worthwhile. ? Positive Reinforcement: Acknowledge and appreciate positive feedback as well. It helps in reinforcing good behavior and practices.

In my experience, it is critical to express your appreciation--we are dealing with people who have emotions! Acknowledging a job well done can go a long way! In informal surveys with my team members, I have learned that soft benefits such as acknowledgment are a far greater motivator than monetary-based rewards!