How do you create a feedback loop for continuous growth?

???? Unlock Your Leadership Potential! ?? Create a feedback loop for continuous growth in 4 simple steps: 1?? Define SMART objectives - be specific, measurable, achievable, relevant, and time-bound. ?? 2?? Select key indicators to track progress - feedback scores, surveys, metrics. ?? 3?? Collect feedback from multiple sources - team, peers, stakeholders. ?? 4?? Analyze and adapt - learn from mistakes, align actions with goals, and thrive! ?? Elevate your leadership impact with a powerful feedback loop!

First recognize that no single individual has monopoly of knowledge and wisdom.I have designed a project that looked very nice on paper but weren’t implementable. Feedback mechanisms allows you to see things a bit differently. It allows you to review your strategies and receive comments from your stakeholders of not just what is not working but also what works well. I usually build this session into project designs. Some call it “ pause and reflect sessions”. It is one of my favorite sessions on the project because I get to learn quite a lot. I learn from every body. I will encourage project managers,sales teams, customer engagement teams etc to build the feedback loop as part of an ongoing data collection that shapes decision making..

Conversations are the language of the corporate culture. It means that if you want to build a better culture, you have to build trust to generate conversations with candor. 1. Be open to listen. People’s feedback is not always going to be positive. You have to be open even if you don’t like what you’re hearing. 2. Share your voice and your feelings. Leaders are humans too. Your feelings are a bridge to connect with your team. 3. Get people to know better. The more the people get to know each other, the more empathy they develop.

If you are not learning added information all the time, you can get lost. Dedicate at least one hour a week to a new skill within your job role.

Best way to go forward, engage people, in 360 degree feedback, define specific objective and goals, give the team a time bound target to achieve the objective and review with an subject matter expert will open up new frontiers,

Step 1: Define your objectives Set SMART goals and identify key indicators to measure progress. Whether it's improving communication skills or achieving sales targets, clarity is key. Step 2: Seek feedback from multiple sources Collect insights from various perspectives: manager, peers, subordinates, customers, mentors, and coaches. Embrace constructive criticism and ask for specific, actionable feedback. Step 3: Analyze and Act Analyze feedback carefully, identify patterns, and pinpoint areas for improvement. Take proactive steps to enhance your leadership skills and adapt to changing situations. Step 4: Monitor progress You can track your growth over time and evaluate your impact. Regularly review and adjust your feedback.

I say this often. Not all feedback is actionable. Before this non actionable feedback starts chipping off your confidence: ?? Make sure that you collect feedback from multiple sources. Ask for examples if possible and seek clarification if needed. ?? Open opportunities for just in time feedback. What's the point of receiving feedback after 6 months and losing all that time when you could have acted on it. ?? Be neutral while receiving the feedback...take time to analyze it and if the feedback is valid, act on it. If you think that the feedback is invalid, park it aside.

In the second phase, let's dive deeper into this dynamic feedback journey. Imagine you're embarking on a quest for insights from various quarters, each holding a unique piece of the puzzle that is your growth. Picture yourself engaging with an ensemble cast of contributors: your guiding manager, collaborative peers, dedicated subordinates, insightful customers, guiding mentors, and supportive coaches.This multifaceted feedback compilation is akin to gathering puzzle pieces—each contributing to a clearer picture of your growth journey. Insights from various angles enable a well-rounded evaluation of your performance. This holistic perspective is the bedrock for informed progress.

Every business situation should be analysed together with a coach or mentor using the following frame: "Start doing" "Stop doing" "Continue doing". This is a retrospective exercise and it gives you an opportunity for reflection. In this way you make sure you use your feedback effectively.

There is no specific time when feedback should be given. This must be more than regular, it must be constant, dynamic, a daily round trip, it must be an habitual way of working and interacting among the members of the organization. This allows deviations to be corrected very early in order to successfully achieve objectives more agilely and quickly. Once these objectives are achieved, you can set new challenges and objectives that lead by themselves towards continuous improvement in a natural and spontaneous way.

?? Step 1: Define objectives ?? Set SMART goals, measure progress with key indicators. ?? Step 2: Seek diverse feedback ?? From manager, peers, subordinates, customers, mentors, and coaches. ?? Step 3: Analyze and Act ?? Identify improvement areas, take proactive steps. ?? Step 4: Implement changes ?? Prioritize feedback, create an action plan, seek support. ?? Step 5: Monitor progress ?? Track growth, evaluate impact, adjust feedback loop for continuous improvement. #Leadership #FeedbackLoop #GrowthMindset #ContinuousImprovement

Being constant, habitual and daily, feedback loop within the day-to-day operation of the activities of the members of the organization, the changes are produced instantly, immediately and quickly. Why? Because the members of the organization are instantly, immediately and quickly adjusting the deviations that they detect thanks to the constant, habitual and daily feedback loop. Thus, the dynamics and agility gain greater vitality to achieve the objectives with less effort.

Pivot, Pivot and Pivot at the right moment happen through acting on feedbacks, I had the experience of losing battle in some cases and change the game by pivoting to another side of industry by changing our product usage based on user feedbacks.

I believe all feedback you receive should become an action plan. Actions should be tracked, for example using a customised excel tracker where you identify: Risks Actions Items Decisions This can be used both as personal feedback tracker and as A Team tracking tool when feedback is shared.

If you don’t act and don’t act now , then there is no use of feedback . I guess acting on feedbacks and tracking the progress of the weak areas is crucial for one’s holistic growth .

Let's not forget it's essential to understand that 'progress' doesn't always follow a linear trajectory. There will be moments of fast growth, or times where our steps seem more tentative, even slowed, as we follow the best course of action. And that's okay. The speed at which we respond to the feedback shouldn’t be the sole measure of the growth. So the next time you feel the weight of expectation bearing down on you after receiving feedback, remember that the consistent dedication to growth and the grit can be more indicative too. Sometimes it's not all about how fast we move, but the intention and purpose we bring to every step.

?? Step 4: Monitor and Evaluate ?? Regularly review objectives, compare with baseline and expected results. ?? Seek Feedback Again ?? From same or different sources, check for improvement. ?? Celebrate Achievements ?? Acknowledge challenges, identify next steps. ?? Share Learnings ?? Reward yourself, adjust plan, set new goals. #Leadership #FeedbackLoop #ContinuousImprovement #ProgressMonitoring

Of you are tracking all the feedback received, then you should be able to monitor your progress effectively. It is important to set clear goals (scope) so you can evaluate yourself against your targets. A coach or mentor can definitely help on this phase once you have shared all your objectives. I find that a clear timeline helps when you are in "monitoring" step, as it adds true commitment and accountability.

Once the objectives are achieved, it is time to set new challenges but you should never forget to celebrate the achievements, congratulate all the participating members, give the recognition the members deserve as well as rewards for the achievements. This makes it possible to reinforce the commitment, inclusion, equity, identity and future collaboration. If not, you be generating frustration and bad feelings in the members who participated, harming the leader, their team, and the organization. This will cause the next feedback loop that goes between them not be as good as the previous one and you enter a downward performance spiral where failures and short circuits will occur with negative consequences for the organization.

Check in. Ask questions. Look at the growth & sales - but also look at THE HAPPINESS of your team. My favorite question is: Do YOU want to work for you/this company? Thanks - Sheila

Feedback is an effective personal development tool not only for leaders but for every individual , both in private life and professional work. When listening to the feedbacks, we bring the most opened mind, sincerity , full respect to the feedback givers and show understanding how the feedback comes in this way, by doing so, we lower our guards and we become vulnerable and strong.

Sometimes it might take time to get results. The key is to persist and often the results happen in discrete steps. There's a popular story about a Chinese bamboo tree that teaches us patience and perseverance. For the first four years of its life, the bamboo tree requires consistent watering and care without any visible growth. However, in the fifth year, it suddenly grows over 80 feet in just six weeks. The lesson here is that growth may not always be apparent immediately, but consistent effort and nurturing will yield significant results eventually.

Remember, a feedback loop is not a one-time process; it's a continuous journey of growth and improvement. Embrace feedback with an open mind, as it's an opportunity to learn, adapt, and evolve. Don't be afraid of making mistakes; they are stepping stones to success. Seek diverse perspectives to gain a well-rounded understanding of your impact. Be open to constructive criticism, and show appreciation for the valuable insights others provide. Most importantly, stay committed to your growth and take consistent action towards becoming the best version of yourself. Together, let's build a culture of feedback and continuous improvement that elevates us all. ???? #FeedbackLoop #Leadership #ContinuousGrowth #OpenMindedness

Establish a personal board of advisors and regularly seek their feedback on your work, performance, ideas, etc. As a leader, you should also ask your team for their feedback. It’s important that they see you as a human too, and thus it’s fine to make mistakes and learn from them. Their feedback is so critical!