Here's how you can enhance your Consulting career by seeking feedback and constructive criticism.

Ask for feedback whenever you have a chance. Be curious! People are very often scared of giving a direct negative constructive feedback, but this is the best way to learn. For example you can phrase a question to your Manager or Stakeholder after project / presentation / meeting: - is there something you were expecting that I have not delivered? What could I have done better? Or do a mix & match: what was the best part / your favorite part of the presentation and the worst part?

Ask for feedback from your end customer once your service delivery has been completed. Some clients may not have too much of a feedback, but some will do. Embrace it whole heartedly.

Mentors are critical for your progress. You need someone senior who has been on the journey before you and can help you recognise what you should and also shouldn’t pay attention to. Our time is limited and so you must be very careful where you invest your energy, focus and attention. Criticism can be many times way to try to hold you back which happens often when you are outgrowing your peers and your boss. You often start to discover some new passion or objective you will be keen to follow but you will be criticised so you need to use feedback as sign posts that mentors teach you how to read. Often sign posts will guide you to next role or promotion. Good mentor has experience help you analyse what matters and what not.

If you don’t understand the feedback and you believe it’s just “hate” - ask for examples. When we face criticism it’s natural as human to be defensive and protective, but try analyzing examples of particular behavior of actions. If there is a pattern perhaps it will be much easier to embrace, understand and identify when happens next time.

Once you receive the feedback, analyze it carefully. Pay special heed to the constructive criticism. May be there is a bias you are un aware, may be there is a skill/knowledge gap, may be there is a market gap. Study your criticism and take corrective actions accordingly.

During everyday hectic workday it’s easy to forget about feedback. As a People Manager I have a “Feedback Friday” 15 minute blocker in my calendar every week. I try to make sure to both ask 1 person and give 1 person a feedback during this time slot. Giving and getting feedback, reflecting on it and making it priority should be your habit - try what works best for you & your Team.