Here's how you can proactively seek feedback from your boss to enhance your professional growth.

Before seeking feedback from your boss, thorough preparation is key. Take the time to reflect on the specific areas where you'd like guidance, whether it’s your project management skills or perhaps your client communication strategies. Consider your recent work, noting both your successes and the challenges you've encountered. Having a clear understanding of your performance and professional goals allows you to ask targeted questions that will lead to more insightful and useful responses. This level of preparation also shows your boss that you value their input and are genuinely committed to your growth and development.

Utilize your 1:1 sessions with your lead/manager efficiently. Prepare before every 1:1 and send out the following information. 1. Progress - which could about the work you are currently doing - any wins/milestones etc. 2. Problems - where do you need their support? What all did you try out? 3. Prioritization- any alignments to priorities. 4. Personal - upcoming leaves/ trainings etc.

Before approaching your boss for feedback on your growth, take time to conduct an honest self-assessment. Reflect on your progress over the past few quarters—consider the proactive measures you've taken, the new tools or skills you've learned, and how you've applied them to become a more effective professional. This introspection should be unbiased and thorough. Additionally, clarify your professional goals. Be prepared to discuss what you aim to achieve and demonstrate your commitment to reaching these objectives. This level of preparation not only shows your seriousness but also helps you make the most of the feedback you receive

Building on the importance of preparation, it's crucial to approach feedback sessions strategically. Consider creating a 'feedback portfolio' - a concise document highlighting your key achievements, challenges faced, and specific areas where you seek guidance. This will demonstrate your proactivity and provide a structured framework for the discussion. Additionally, prepare thoughtful questions that show your commitment to growth, such as "What skills do you think would make me more effective in my role?" or "Are there any upcoming projects where I could take on more responsibility?" This level of preparation signals your dedication to professional development and helps your boss provide more targeted, actionable feedback.

Para buscar feedback proativamente do seu chefe, escolha momentos apropriados, como reuni?es individuais, e demonstre abertura para ouvir sugest?es. Seja específico ao perguntar, focando em áreas-chave do seu desempenho ou habilidades que deseja desenvolver. Mostre que valoriza o feedback implementando as orienta??es e compartilhando os resultados. Isso refor?a sua disposi??o para crescer e constrói uma rela??o de confian?a. Além disso, pe?a exemplos práticos para tornar o feedback mais acionável e útil para o seu desenvolvimento profissional.

Na posi??o de mentor, minha sugest?o seria escolher o momento certo para pedir feedback. Evite fazer isso durante momentos de alta press?o ou prazos críticos. Em vez disso, busque oportunidades mais calmas, como durante avalia??es de desempenho agendadas ou após a conclus?o de um projeto. O momento certo garante que seu chefe esteja mais receptivo e capaz de oferecer um feedback construtivo.

As Chairman of the Career Development Centre at BIT Sindri, I believe timing is crucial when seeking feedback. Approaching your boss during a calm period or after a project’s completion allows for more thoughtful and constructive responses. When you choose a moment when your boss is not overwhelmed, it shows respect for their time and ensures they can focus on providing valuable insights. This strategy also enhances the quality of feedback, as it allows for a clear discussion of your recent work and areas for growth, fostering meaningful professional development.

When seeking feedback from your boss, timing matters. Instead of catching them off guard during a busy moment, find a time when they’re more relaxed and open to conversation. This could be after a meeting, during a regular check-in, or even scheduling a specific time for feedback. Finding the right moment allows for a more productive and meaningful discussion, where the feedback is likely to be more thoughtful and useful. Rushing or forcing it can make the conversation less effective—waiting for the right time shows that you’re serious about your growth and that you respect their input.

Regular check-ins: Arrange periodic one-on-one meetings with your boss to discuss your performance, align on expectations, and explore areas for growth and improvement. Prepare an agenda to ensure productive discussions and highlight specific topics. Specific, actionable questions: Focus on targeted inquiries like, “What skills should I strengthen?” or “How can I better support team objectives?” to encourage clear, constructive feedback. Tailor questions to align with current projects or organizational goals. Feedback and follow up: Implement the suggestions you receive and provide updates on your progress. This demonstrates your commitment to growth and reinforces the value of their input, fostering a stronger working relationship.

Aim for calmer periods like a mid-quarter break or just after the completion of a significant project, when your boss is likely to be more at ease. Arrange your review shortly after finishing an important task, ensuring that your recent efforts are still fresh in your supervisor’s memory. Choose a private and comfortable setting, such as a quiet meeting room or a casual coffee chat, to allow for an open and uninterrupted discussion. Personally, I find that a casual coffee chat works well specially if it is at a nearby coffee shop. Take your manager there for an informal conversation. By thoughtfully timing your performance review and choosing an appropriate environment, you can facilitate a more insightful feedback session.

When asking for feedback, be clear and professional. Frame your request positively, expressing your desire to improve and contribute more effectively. Provide specific examples to steer the conversation, avoiding vague language. The goal is to gain actionable insights, so show openness to listening and adapting based on the feedback.

Minha recomenda??o como mentor seria abordar a conversa de maneira clara e direta. Explique por que o feedback é importante para você e como ele pode ajudá-lo a crescer. Ser específico sobre as áreas que deseja discutir demonstra proatividade e comprometimento com o desenvolvimento pessoal.

As Chairman of the Career Development Centre at BIT Sindri, I stress the importance of clarity and professionalism when requesting feedback. A well-structured, positive approach, framed around a desire to grow and contribute effectively, sets the tone for a constructive conversation. Providing specific examples directs the feedback and ensures it remains relevant and actionable. By avoiding vague questions and demonstrating a genuine openness to learning, you create an opportunity for valuable insights that can drive your personal and professional development within the team.

Ask for specific insights—rather than general feedback, inquire about your performance on particular projects or skills. Be open to constructive criticism, and ask for examples to better understand areas for improvement.

When seeking feedback, be clear and professional. Start by thanking the person for their time and insights to set a positive tone. Specify the areas you want feedback on, such as, "I’d appreciate your thoughts on my presentation last week," so they know exactly what you need. Emphasise your goal to improve and contribute effectively by saying, "I aim to ensure my work aligns with our team's goals." Ask open-ended questions like, "What went well, and where can I improve?" to get detailed responses. Show you're ready to listen and make changes with statements like, "I’m eager for any suggestions you have." After receiving feedback, thank them again and outline your next steps based on their advice to demonstrate your commitment to growth.

While embracing criticism is indeed challenging, it's helpful to reframe it as a growth opportunity. As Brené Brown suggests, vulnerability is the birthplace of innovation, creativity, and change. When receiving feedback, practice active listening - maintain eye contact, nod to show understanding, and resist the urge to interrupt. If you feel defensive, take a deep breath and remind yourself that this feedback is a gift for your professional growth. Ask clarifying questions to ensure you fully understand the critique, such as "Could you provide a specific example of when you observed this?" This approach not only helps you gather more detailed insights but also demonstrates your genuine desire to improve.

As críticas s?o esperadas em qualquer processo de feedback e, portanto, é fundamental estar preparado para recebê-las sem uma postura defensiva. A minha principal dica aqui é: mesmo nos momentos em que as críticas forem muito negativas, evite se posicionar rapidamente. Absorva tudo o que foi dito, respire fundo e, se precisar, agrade?a e pe?a alguns dias para refletir. O silêncio pode ser seu maior aliado nessas horas. N?o se deixar sucumbir pela raiva ou tristeza é uma maneira inteligente de lidar com aquilo que é mais doloroso de ouvir.

As Chairman of the Career Development Centre at BIT Sindri, I believe that receiving criticism with an open mind is a cornerstone of professional growth. It’s essential to listen without defensiveness, focusing on understanding your boss's perspective rather than explaining away critiques. By actively engaging with the feedback and seeking clarification when necessary, you demonstrate maturity and a genuine commitment to self-improvement. This openness not only accelerates personal growth but also strengthens trust with your supervisor, showcasing your readiness to evolve and contribute more effectively to the team.

treat feedback from seniors like a #gift, more often than not the feedback has a positive intent & a constructive role to play.. there is nothing more pleasing to your seniors when they see you grooming & growing by implementing feedback.. feedback needs to be strategically prioritised for action depending on areas.. there must be a balance between hard & soft skills..

Nesta situa??o, eu enfatizaria a importancia de abra?ar a crítica como uma oportunidade de aprendizado. O feedback nem sempre será positivo, mas ao aceitar as críticas de forma construtiva, você demonstra maturidade e vontade de melhorar. Encare as sugest?es como um guia para seu desenvolvimento, em vez de um ataque pessoal, e use-as para refinar suas habilidades e estratégias profissionais.

As Chairman of the Career Development Centre at BIT Sindri, I emphasize the importance of following up after receiving feedback. Expressing gratitude for the insights provided and creating an actionable plan to implement the advice demonstrates your commitment to growth. By sharing this plan and updating your boss on progress, you show that you take their feedback seriously and are dedicated to continuous improvement. This proactive approach not only enhances your skills but also strengthens your professional relationship, reinforcing your reputation as someone who values and acts on constructive input.

Your boss can get very occupied with a lot of engagements. Don't let that sway you. Press for a feedback and follow up on the actionable items. This is how I achieve it: 1. Briefly mention your wins and milestones to set a positive tone. 2. Identify challenges and what you've tried. Explain where you need support. 3. Don't just mention them though, interweave them with your boss's priorities so it would be impactful. By structuring it this way, you are demonstrating your commitment to growth.

De nada vale um feedback se você n?o fizer algo a respeito para trabalhar em cima do que foi exposto durante a conversa, principalmente em rela??o aos pontos de melhoria. Por isso, é válido manter um acompanhamento e tra?ar formas de mensurar o seu desempenho para monitorar se há um aprimoramento das habilidades necessárias. Esse acompanhamento, inclusive, pode ser feito em conjunto com seu chefe, caso considere uma boa estratégia.

Most times when you seek feedback, the boss is likely to feel a bit cornered. You have to make him / her comfortable about this activity. Make the process about him/her. Frame questions appropriately. 1. How can I help you achieve your KRAs? 2. How do you want me to report? Email, formal report, call? Weekly, fortnightly, monthly, as & when? 3. What are the 2 things you like about what I do? 4. What is that one thing you want me to stop doing? If you notice these Qs are all about his / her convenience. When you focus on You instead of Me there is a good chance that the feedback process will be productive.

Regular reflection is key to continuous improvement, but it's equally important to diversify your feedback sources. While your boss's input is valuable, consider seeking 360-degree feedback from colleagues, clients, and even direct reports if applicable. This broader perspective can provide a more comprehensive view of your strengths and areas for growth. Additionally, maintain a 'professional growth journal' where you document feedback received, lessons learned, and your evolving career aspirations. Regularly reviewing this journal can help you identify patterns, track your progress, and refine your professional development goals. Remember, as Jim Rohn said, "Your life does not get better by chance, it gets better by change."

To foster professional growth and development, employees should proactively seek feedback from their managers. This can be done through scheduled one-on-one meetings, informal conversations, or even written requests. When requesting feedback, it's important to be specific and ask open-ended questions that encourage detailed responses. Once feedback is received, employees should actively listen, take notes, and ask clarifying questions. By using feedback as a tool for self-improvement, employees can identify areas for growth, develop new skills, and ultimately contribute more effectively to their organization

Regularly reflecting on feedback and assessing our progress toward professional growth should be a scheduled, ongoing practice. These checkpoints help us evaluate how effectively we’re enhancing our skills and addressing initial gaps. Combining this introspection with periodic follow-ups with your manager not only supports continuous improvement but also strengthens the relationship between manager and employee.

Regularly reflecting on the feedback you receive is essential for long-term growth. Take time to assess what you’ve learned and how you’ve applied it. This practice not only helps you track your progress but also ensures you’re continually improving and staying aligned with your boss’s expectations.