How can you use your network to find mentors and peers who can provide feedback on your personal growth?

I would start by making sure your profile is complete and professional. First impressions count. This will help your prospective mentors get to know a bit about you and your goals and interests. Could you determine what specific areas of personal growth you're interested in? Having clear goals will help you find the right mentors and peers. Join groups that align with your personal growth interests. Engage in group discussions and connect with members who share your goals.

Seek your own 'Personal Board of Directors' from your network. Don't hesitate—sometimes a simple coffee chat can impart invaluable wisdom. They may not know their role in your journey, but ensure you have a diverse mix of experts guiding you. Don’t forget that meeting with you could also be an equally (or more) rewarding experience (reverse mentoring).

Finding a right mentor is close to fitting the last piece of a Jigsaw puzzle. A broad list with categories such as Industries, Domain and Relevant Experience might be a good place to start. Filter the list further with professional contribution on multiple platforms such as key insights, webinars, blogs. One important factor to keep in mind is connection's availability. Be succinct in your approach of question or objective of the mentoring.

Building trust will include sharing your homework on the subject of interest or demonstrating your work in the similar space. When asking for time, make the agenda or ask clear

While seeking mentorship on LinkedIn, it’s important to pick someone who’s either 1) a couple of years into the type of roles you aspire to be in or 2) seems to be actively involved in coaching professionals. It’s also important to state clearly the type of help you’re looking for, in the beginning. Is it a profile review, a referral, or a connect? This is important because not everyone with x years more experience into your field would be in a position to mentor you.

Getting feedback is tricky as you can get good feedback only from people you directly work with (from indirect contacts also on a few occasions). These are subordinates, peers and bosses. Why I say it's tricky because feedback from your subordinates can be completely different from your boss. Like your subordinates can give you a positive feedback of using a collaborative approach in decision making and you may consider it as your strength while your boss may look at this as your inability to take independent decisions. That's where you should master a disengaging approach to the feedback. Best feedback however comes from your customers whether internal and external, if ace this you win the game of using feedback for getting better.