What do you do if you want to maximize the benefits of receiving feedback from peers?

First, have a mindset to receive feedback with positivity. Then select people whom you have worked more to get feedback. Next make have a conversation and make them feel that you are open for feedback. Then only you can be specific about what areas you need feedback

What would you do if you want to maximise the benefit of feedback recieved from peers. Provide clear information on specific areas that you are looking for feedback. Frame them clearly (objective or closed ended or ranking system). Analyse all the feedback and identify trends both in areas of strengths and areas of development. Create a development plan based on above. While working with strengths develop the areas that you need to. Get feedback again. Its a continuous process improvement #emiratesairlines #riyadhair #airarabia #learninganddevelopment

It is really helpful to ask people for specific feedback, but it's also helpful to not put too many guardrails on that (in a way that shuts down other feedback). That might seem like a contradiction! But let's say I am looking for UX feedback on a digital process. I might ask: How does it feel as a user? Where is the friction? What make your experience better? I might also point out, along the way, in a feedback tool places where I'm particularly concerned. But I didn't ask upfront to only view those places, so the feedback isn't too myopic to those areas. Driving feedback with some good general questions and then "zoom in" points can help with almost any task (the UX is just an example)!

I find it helpful to make a habit of asking for small, informal bits of feedback often, so teammates get used to the request. After presenting (or even simply participating) in a meeting, I will often message a teammate who was on the call and ask how they perceived my presentation overall, and whether there was one thing they would change to make it more effective.

Firstly, you and the peer you are asking feedback to should both have growth mindset. Some people can be harsh with feedback and some people can criticize instead of constructive feedback.

Listen attentively to the feedback, without interrupting. Avoid becoming defensive even if the feedback is difficult to hear. Ask clarifying questions. If something is unclear or ambiguous, don't hesitate to ask for clarification to ensure you understand the feedback fully. Take time to reflect on the feedback received. Consider how it aligns with your observations and areas you already knew needed improvement.

Approach feedback sessions with an open mind and a willingness to listen. Actively engage with the feedback provided by your peers, acknowledging their perspectives and demonstrating respect for their insights and observations.

Always sincerely thank the feedback giver for the feedback since it is a gift. When you act on their feedback, let them know and when possible, share the positive impact the feedback has made. Giving strong feedback take experiences and commitment which deserves to be recognized.

Take time to reflect on the feedback you receive, considering its validity and relevance to your professional development goals. Evaluate how the feedback aligns with your performance and areas for improvement, identifying actionable insights for growth.

Being prepared to receive feedback is crucial. Even the smallest feedback can make you or break you. Thus, you should know how to receive the feedback with positive attitude.

Foster a culture of reciprocity by offering constructive feedback to your peers in return. By engaging in a mutual exchange of feedback, you contribute to a supportive and collaborative work environment where everyone has the opportunity to learn and grow.

While giving feedback in return creates a 2-way communication which is generally a good think, you need to be aware if the person wants to receive feedback from you. I wouldn't recommend automatically giving feedback to everyone who you asked for feedback.

This is absolutely true. If you ask feedback only to people who are your friends, you will not have a full picture because they look at things from the similar lenses.

Giving and receiving feedback should be incorporated in company's culture. If it is not done, then this can be misunderstood negatively.