Feedback is essential for improving your work and building strong partnerships, but sometimes it can be vague, unclear, or ambiguous. How can you turn vague feedback into actionable insights that help you achieve your goals and meet your partners' expectations? Here are some tips to help you do that.
The first step is to request clarification from the person who gave you the feedback. Don't make assumptions about what they mean or what they want you to do. Ask open-ended questions that help you get more specific and concrete information. For example, you could inquire about the main strengths and weaknesses of your work, how it aligns with the project objectives and the partner's needs, examples of how to improve your work or address the issues raised, and how success or impact would be measured. Asking for clarification shows that you value the feedback and are willing to learn and improve. It also helps to avoid misunderstandings and miscommunication that could damage your partnership.
The second step is to analyze the feedback and identify the key themes, patterns, and gaps. To do this, you can use a simple framework like the SBI model which stands for Situation, Behavior, and Impact. This model helps you understand the feedback from different perspectives and focus on the facts and results rather than the opinions or emotions. It also assists in separating the feedback from your self-worth and avoiding taking it personally.
I believe, more often feedback is biased because no one want oneself to be proved wrong. If the if you are not satisfied with the feedback. Just put a step forward to get clarification on each point. Once you get that, focus more on the point which can bring result. Every feedback should improve the process of doing. Because the process is what bring result.
The third step is to plan your actions based on the feedback and your analysis. To do this, you can use the SMART model which stands for Specific, Measurable, Achievable, Relevant, and Time-bound. This model helps you create a clear and actionable plan that will improve your work and partnership. Additionally, it assists in tracking progress and evaluating results. In short, using the SMART model gives you a comprehensive strategy for improving your work and partnership.
The SMART model do make sense. Being specific with your actions. Nothing is impossible but there are some task which can help u to make growth in your career. Measuring those , is must. Make sure they are achievable with your current tech stack. Not necessary every achievable task is relevant. So relevancy is also important. Lastly time bound, means you can do specific action which is measurable, achievable, and relevant should be done in the desired time bound.
Communicating your actions to the person who gave you the feedback and your partner is the fourth step. To do this, you can use a simple framework like the RACI model which stands for Responsible, Accountable, Consulted, and Informed. This model helps clarify roles and responsibilities of everyone involved in the work or change. It also ensures alignment and transparency among your partner and stakeholders.
The fifth step is to seek feedback again after you have implemented your actions and evaluated your results. Utilizing the GROW model can help you do that. This model stands for Goal, Reality, Options, and Way Forward. It encourages reflection on learning and growth from the feedback process, and can identify new opportunities and challenges for your work or partnership. Feedback can be a strong tool for boosting your work and partnerships, however, only if it is converted into actionable insights. By following these tips, you can make the most of the feedback you receive and use it to reach your goals and satisfy your partners' expectations.
Feedback should only be given with the genuine desire to help and support. When receiving underwhelming feedback, I always ask suggestions