How can you use feedback to learn from your mistakes?

Feedback is very important to a serious career person. Someone who is really interested in getting better a what they do should actively fish for the not-so-good feedback. As project managers, getting feedback from the team and various stakeholders is very important for the success of a project.

Feedback could also be implicit, without direct communication between transmitter and receptor. However, usually, it is explicit, creating a communication link between interveners. Independently of its nature, it has to be positive and provided in a proper context, such as a calm space where it can be interpreted as it is: changes to be better, instead of any kind of critic.

Feedback is an important part of personal growth. Both positive and negative feedback are good to weave the balance of self esteem and self-growth by learning from the addressed mistakes.

La retroalimentación nos permite identificar áreas de mejora y a establecer objetivos claros y realistas para mejorar el rendimiento en la empresa. Por ello el feedback es imprescindible especialmente en procesos de mejora continua.

Feedback comes from different sources and takes varied forms. Performance Review: Your supervisor provides insights on your strengths and areas for growth during your annual review. Client Feedback: Clients share their thoughts on the services you provide, helping you understand their satisfaction and how to improve. Peer Review: Colleagues give you constructive criticism and positive reinforcement, helping you understand how you're perceived in the team. 360-Degree Feedback: Input from supervisors, peers, and subordinates gives you a holistic view of your performance and interpersonal skills. Informal Feedback: Quick comments or observations from anyone you interact with at work can offer candid insights.

Informal feedback from senior engineers or mentors can provide fresher engineers with valuable insights into improving their technical skills and professional acumen. For instance, a senior engineer might offer constructive feedback on a fresher's coding technique or problem-solving approach during a team meeting. This informal guidance can help the fresher engineer understand practical application of concepts, learn best practices, and refine their skills in real-world scenarios. Additionally, informal feedback can also serve as a morale booster, providing encouragement and a sense of belonging as the fresher engineer navigates the challenges of their new role.

Feedback provided in a good way increases levels of trust between peers and also establishes a different connection. It is not only a question of improving in a certain area, it's more about improving altogether, independently of who triggers the situation that required to provide feedback.

Feedback helps to gain different perspectives insight and suggestions on how to improve performance. Feedback helps you to identify the skills, knowledge or tools that will keep you from repeating the same error.

Feedback has to be accurate and provided with some immediacy. Otherwise, the feedback is broken and disconnected. Feedback has to come always with actionable points, or at least suggestions about how to improve in the next situation. If feedback is opaque or vague, it becomes unuseful.

Feedback challenges demonstrate a negative attitude there will be rare communication struggles to speaking up and it won't allow one to reach a goal.

One of the most important factors of feedback is the bearer of the feedback itself. Naturally, professionals create references, and if feedback is provided for any mentor/leader/teammate is more valuable than generic feedback from someone with a weak trust connection. In case you need to provide feedback to someone without having a strong relationship, it's super important to base this feedback in real actions, not assumtions.

Feedback is a natural consequence of trust. It's impossible to make someone accept your feedback if this person does not have any level of trust in you. So first step is to build trust. Then, create narrow conversations about topics and if you detect any behavior or action that could be better, suggest providing feedback. Never rush, because it will lose all impact if feedback is provided quickly or sooner.

- Embracing code reviews for refining your programming skills. - Gathering user feedback to improve software design and functionality. - Analyzing performance metrics for system optimization. - Seeking feedback on soft skills to enhance communication and collaboration. - Conducting project postmortems to learn from both successes and challenges.

Vejo algumas organiza??es buscando inserir a cultura do feedback, isso é louvável! Porém acredito que a primeira preocupa??o tem que ser relacionada a preparar as pessoas para RECEBER um feeback. O feedback precisa ser encarado como um presente, um valioso mecanismo para que a pessoa que está recebendo um feedback, seja individual ou de uma equipe, possa fazer uma autoanálise e crescer profissionalmente com as oportunidades de melhorias pontuados pelas pessoas que forneceram os feedbacks.

Avoid but be specific about the issue you are addressing and ask questions. Do it in a private provider with an objective example.

The most important aspect of any feedback is _ readyness for acceptance. If you are not ready to accept the feedback,you are creating a blockage in learning further from it.In this case ,feedback will not work .