Here's how you can effectively seek feedback from your peers and colleagues.

One of the quintessential aspects or I would say the pre-requisites for initiating the process of seeking and giving feedback is to Creating a Safe Space. A space that is far away from personal biases and judgments, as it is when in this kind of an environment, honest and transparent thoughts, emotions and feelings are expressed in the most effective way. In my experience, creating a phycological safety should be at the core and the foundation of every organization- big or small- at the personal and professional levels.

To effectively seek feedback from peers and colleagues, start by creating a safe and open environment where everyone feels comfortable sharing their thoughts. Use various channels such as face-to-face conversations, anonymous surveys, or digital feedback platforms. Be specific about what you're seeking feedback on and ask open-ended questions to encourage detailed responses. Actively listen to their input without judgment and express gratitude for their insights. Finally, take their feedback seriously and use it to make improvements or changes as necessary.

To effectively seek feedback from peers and colleagues, we had implemented one-on-one meetings with team members to create a comfortable environment for open communication. Also we utilize anonymous feedback channels to encourage honest input and ensure confidentiality for building a culture of continuous improvement and mutual support.

Taking care of safety clearly shows that I care for my people be peers or subordinate. This opens the channels of creativity. Problem solving becomes a way of life.

Lassen Sie mich ein Beispiel geben, wie ich die psychologische Sicherheit aus meiner Sicht erfolgreich in die Praxis umgesetzt habe: In unseren monatlichen Feedback-Sitzungen schaffe ich ein Umfeld, in dem sich alle Teammitglieder ermutigt fühlen, offen und ehrlich zu kommunizieren. Dies führt zu konstruktiverem und handlungsorientiertem Feedback. Durch das konsequente Anzeigen meiner Wertsch?tzung für jedes Feedback – nicht nur durch Worte, sondern auch durch umgesetzte Aktionen und ?nderungen – baue ich Vertrauen auf und f?rdere die Zusammenarbeit. Mein Umgang als Führungskraft mit Feedback ist Vorbild dafür, wie andere mit Feedback umgehen. Fehlerkultur entsteht Top-Down!

Be specific about why you are seeking feed from a specific individual, is it because they are at a position of a decider or they may have been successful in accomplishing what you are aiming for. Also be specific about the objective of the feedback and plan on share on how you intend to apply the same.

Ich bin ein absoluter Verfechter des SMARTen Ansatzes, wobei bei mir es nicht nur auf das spezifisch ankommt, sondern vor allem auch auf das A. Das steht bei mir aber anders als bei anderen nicht für attraktiv, sondern für akzeptiert. Der Mitarbeiter muss das Ziel und die Richtung auch akzeptieren. das wird h?ufig nicht von Führungskr?ften wahrgenommen.

While seeking feedback from your peers and subordinate it's important that you are clear in which areas you are seeking feedback for.This will help them to think and share feedback on the specific areas only which will be valuable to you as a person and as a professional and improve on that aspect

Ser específico al solicitar retroalimentación es clave para obtener respuestas útiles. En lugar de pedir comentarios generales, enfoca en áreas específicas, como un proyecto reciente o una habilidad particular. Por ejemplo, podrías decir: "Me gustaría recibir retroalimentación sobre cómo manejé la presentación de ventas la semana pasada". Esto ayuda a tus colegas a ofrecer observaciones concretas, lo que hace que la retroalimentación sea más útil y aplicable. Además, demuestra tu compromiso con mejorar aspectos específicos de tu trabajo.

Being specific and being precise while furnishing or seeking the feedback sets the tone of the entire conversation to being effective and straightforward. Creating a proper structure and then breaking into specifics is super beneficial in the feedback process as the intention is to Feed- forward through that crystal clear, specifically designed feedback. This is a very important aspect of providing or receiving feedback as it then further defines a clear path and helps navigate the individual in a direction that is beneficial!! Personally this is one of my go getter!!

Give individuals time and space to gather their perspectives, feedback that comes with time is well thought through against spontaneous / upfront feedback which may be clouded by emotions and judgements.

The circumstances of the feedback request are important. Try to create a situation and a safe space which allows both, you and the colleague giving feedback, to feel comfortable. That requires not only the right timing for the request itself but also the time to prepare for the feedback conversation. Part of your own preparation should be specific questions you would like to ask. Do not forget to find a location where you can talk to your colleague in private and without disturbances.

La elección del momento adecuado para solicitar retroalimentación es esencial para obtener información de calidad. Evita momentos de alta presión o estrés personal de tus colegas. Por ejemplo, en lugar de pedir retroalimentación durante la semana de cierre de un trimestre, espera a un momento más tranquilo. Además, busca comentarios poco después de completar una tarea o proyecto, cuando los detalles estén frescos en la mente de todos. Por ejemplo, podrías decir: "Acabamos de terminar el lanzamiento del producto, ?tienes algunos minutos para discutir cómo podría mejorar en futuros proyectos?". Esto fomenta una evaluación más reflexiva y precisa de tu desempe?o.

Timing matters !! this is such a fundamental truth. We all know the right time is all we need to do things with the right intention for the right outcome. Though we say it loud and clear that there is nothing right or wrong yet when its related to time - the time and timing has to be right to start on the good foot. In a scenario when we are seeking a feedback on ourselves, its so much important to take a step back to evaluate the convenience and the comfort level of the individual who shall feed that feedback to us. For making sure that our approach is in the right direction, it is absolutely necessary that we align and navigate through this by knowing that the set up to ask the feedback is just conducive for both the parties.

Often just by listening to others speak there is a lot of to be gained even if feedback is not sought. However should you choose to solicit feedback listen more and speak less, attempt to apply what you hear in the specific areas intended for.

The most effective communication is listening. You should allow individuals to speak without interrupting while they’re speaking. And most of all you learn a lot from listening

Defensiveness can severely undermine the feedback process. It's essential to avoid becoming defensive for two reasons: it hampers your understanding of the feedback and discourages future feedback from your colleagues. Feedback is based on the giver's perception, and trying to prove them wrong is counterproductive. Embrace a mindset of curiosity and appreciation to fully benefit from their perspectives.

Reach out to share how you have applied the feedback received and the outcomes, it may not always be as expected but sharing updates will help you gather alternate hypothesis and perspectives.

Taking accountability and following it through is one of the most crucial aspects of what's to be done after you have received the feedback as that's the only way to Feed-Forward !! In my personal experience and learning, after being fortunate to receiving the feedback, working on it and then making sure to follow up within a specific time frame has truly helped me to genuinely make a difference to improve and bring that feedback into practice. And doing so has further made my connections with my people and team much more stronger, giving the sense of respect and appreciation to them who did take the time out to help me and support me.

After receiving feedback, following up is crucial, even if you decide not to act on the suggestions. This step shows respect for the feedback giver's effort and maintains an open line of communication. Discuss your thought process and reasoning for not implementing certain feedback, which demonstrates your commitment to thoughtful consideration and continuous improvement.

Be thankful for the time and effort of the feedback providers, express your gratitude since the feedback may have been shared selflessly from their end but may hold prospects for you.

Appreciating and acknowledging someone's effort and honest help be it the smallest act- goes long way and leads to some long lasting and beautiful relationships both personally and professionally. This two letter word - Thank You coming from an honest space and with an intention of meaning it is the most powerful tool in the world. Expressing the gratitude not only reinforces but also affirms the person who's been blessed with this that their opinion, their thoughts, their presence means a lot and makes a lot of difference in the best ways. I wish to express my gratitude for allowing me to share my wonderful wisdom and thoughts here on this platform LinkedIn !!!!

In today's environment, where both performance and executive presence are critical, being a person who receives feedback graciously can lead to more frequent and higher-quality feedback. Expressing gratitude not only acknowledges the effort your colleagues put into providing feedback but also encourages a culture of open communication. Consider feedback as a valuable gift that enhances your professional growth.

Was ich noch erg?nzen m?chte ist ein Blick auf die Feedbacktreppe. Dieses Modell zur schrittweisen Eskalation von Feedback halte ich für besonders nützlich ist, wenn einfacheres Feedback nicht zum gewünschten Verhalten oder zur gewünschten Ver?nderung führt. Start ist ?Mir f?llt auf…“ und führt über ?ich erwarte“ (Stufe 4) bis hin zur Stufe 7 ?Ich m?chte nicht…“. Sie endet eigentlich bei ?wenn nicht, dann…“, die aber nicht sinnvoll ist, zu ziehen, wenn man nicht auch zum au?ersten bereit ist.

While seeking feedback from our colleagues , approach feedback with an open mind, understanding that it's an opportunity for growth. Even if the feedback is difficult to hear, consider it objectively and look for ways to incorporate constructive suggestions into our work.

This can be an uncomfortable exercise for the manager and direct reports and easier with peers. I found the Profilor 360 a good tool for feedback adding anonymity to encourage honest feedback and well worded employee surveys can also give good feedback as long as the size of your direct reports group is large enough. If the manager has good self awareness, confidence, and professional maturity, asking directly for feedback on skills they know need improving is good practice.

Yearly calibration process and 360 evaluation tolls are most reliable options. Why? People lie. Simple as that. The colleagues who like you for who are you as a person will never want to heart you until it’s too late. The ones who don’t like will not give you honest feedback anyhow. Colleagues are not family. When bad things happen, everyone will look how to protect themselves even if that means sacrificing you. Family, on the other hand, looks how to pass bad time’s together and sacrificing any family member is never an option.

This has been such a wonderful space for allowing us to come forward and share our beautiful experiences and insights. Though this article has covered all the major aspects to be considered while seeking and giving the feedback so as to make the process to Feed - forward, yet I would like to explicitly add "Growing through Empathy" as one the other aspects. This would additionally help us to clearly understand and remember the importance of practicing empathy, effectively manage our emotions, and boost our Emotional Quotients.. After all- All that world needs the most is Empathy, Love, Kindness and Compassion !!