What are the best ways to get feedback on your performance in a Strategy role?

Understanding the competencies and behaviours valued in your role, as outlined in your job description and past reviews, helps focus on the most impactful areas for your growth and performance. Three Key Takeaways: Targeted Feedback: Align feedback with clear, SMART goals for focused and relevant insights. Shared Understanding: Ensure your objectives resonate with managers, clients, and stakeholders for consistent expectations. Role Relevance: Focus on competencies and behaviours critical to your role for effective personal and professional development.

Defining objectives and expectations is paramount before soliciting feedback. This involves setting SMART (specific, measurable, achievable, relevant, and time-bound) goals for projects and aligning these with managers, clients, and stakeholders. Additionally, reviewing job descriptions, past performance reviews, and feedback guidelines offers insights into the competencies and behaviours esteemed in one's role. This approach ensures feedback is concentrated on pertinent aspects of performance and guards against the influx of extraneous or conflicting information, thus facilitating focused improvement.

As a dentist, it's important to set clear goals like improving patient satisfaction or enhancing your skills in specific dental procedures. Align these goals with patient expectations and industry standards. This way, when seeking feedback, you can focus on specific aspects to improve your practice and provide better patient care.

One thing that is important as per my experience, SMART GOALS should be communicated among all stakeholders in a clear and structural way. Repeated attempts to imbibe the vision on members thoughts are equally necessary. Otherwise most of the time , the feedback we get , will not have any relevance. As we know that members have different capabilities to digest and recall the learned, small interactive sessions are important .

To effectively seek feedback, it's crucial to define your objectives and expectations clearly. Start by setting SMART goals—specific, measurable, achievable, relevant, and time-bound—for your projects. Align these goals with your manager, clients, and stakeholders to ensure they meet organizational expectations. Review your job description, performance reviews, and feedback guidelines to understand the competencies and behaviors valued in your role. This clarity will help you focus feedback requests on relevant aspects of your performance, preventing you from being overwhelmed by conflicting information.

Giving and receiving feedback needs to be a part of work culture. For example, set up mandatory “wash ups” after pitches or project completions with a clear checklist of questions to review including “What went well?” and “If you could change one thing about your approach to the task what would it be?”

In addition to actively seeking feedback, I believe it’s equally essential to pay attention to the organic feedback that naturally comes your way. Whether it’s a well-received presentation, immediate adoption of an idea, or even a casual commendation from a colleague or client, these moments hold valuable feedback that shouldn’t be overlooked. Embracing both actively sought and organically received feedback is key for growth and development in a strategy-oriented role.

I agree with Pollyanna to check on “what went well” and “what might have gone better” In smaller businesses delivering change can be challenging so collaborative meetings to obtain feedback is a better way to engage rather than formal surveys or questionaires

1. Diversify Feedback Sources: Solicit feedback from a diverse range of sources, including your manager, peers, clients, mentors, and subject matter experts. Gathering insights from various perspectives provides a holistic view of your performance and helps identify areas for improvement that may not be immediately apparent. 2. Utilize Multiple Feedback Methods: Explore different feedback methods to capture a comprehensive understanding of your performance. Methods can include one-on-one discussions, surveys, interviews, focus groups, or observations. Each method offers unique insights and allows you to tailor your approach based on the context and preferences of those providing feedback.

I love to have a 360-degree feedback mechanism. This holistic approach involves gathering insights not only from superiors and peers but also from subordinates, clients, and even external stakeholders. This method, highlighted by Jack Zenger and Joseph Folkman in "The Extraordinary Leader," offers a comprehensive view of your performance.

The Feedback Grid simplifies feedback categorisation, making it easier to digest and act upon. The STAR method encourages reflective practice, aiding in understanding the effectiveness of actions taken in various situations. Lastly, the GROW model is instrumental in turning feedback into a strategic action plan, ensuring continuous development. Three key takeaways: Use structured models like SBI and STAR for clarity and actionable insights. Categorize feedback effectively with the Feedback Grid for easier processing. Employ the GROW model to transform feedback into strategic action plans.

My advice is to use tools that are appropriate to the organisation. As my focus is small to mid size direct feedback from project sponsors/owners is the most important method for feedback. The key is to gather feedback consistently over time

Revolutionize your feedback loop in the Strategy role by employing cutting-edge tools like AI-driven analytics and real-time performance dashboards, allowing for instant insights into your strategic decisions. Embrace disruptive frameworks such as 360-degree assessments and agile retrospectives to solicit diverse perspectives, fostering a culture of continuous improvement and adaptability in your strategic approach. Catalyze innovation by leveraging crowdsourced feedback platforms that tap into the collective intelligence of your team, enabling dynamic adjustments and ensuring your strategy remains finely tuned to the evolving business landscape.

Utilize feedback tools as your strategic arsenal. Think of the SBI model as your precision tool for specific feedback, while the STAR method helps in reflecting on your actions and their outcomes. These tools aren't just for gathering feedback; they're for sharpening your strategic acumen.

Implemente avalia??es de desempenho que envolvam feedback de diversas fontes, incluindo colegas, subordinados e superiores. Isso proporciona uma vis?o abrangente e equilibrada, revelando áreas de for?a e oportunidades de desenvolvimento.

Remember, the best thing that you can do to yourself if you are aspiring to make positive change is; - TAKE ACTION ON FEEDBACK RECEIVED Here is the simple framework I will provide to take action on feedback. STAR Framework - Simple, Take Action, Reflect SIMPLE Keep it Short: Break down feedback into simple points. TAKE ACTION Pick One Thing: Focus on one feedback point at a time. * What Can You Do?: Think of a small action for each point. REFLECT Ask Why: Understand why the feedback matters. Feelings Check: How do you feel about it?

Harness the power of gamified feedback sessions, turning performance evaluation into an engaging and dynamic experience, encouraging candid insights from peers and superiors. Cultivate a feedback loop that transcends traditional channels, utilizing immersive storytelling techniques to create an environment where strategic successes and missteps are shared openly, fostering a culture of continuous improvement. Elevate the post-feedback phase by implementing an AI-driven analysis tool that not only highlights key patterns but also generates personalized action plans, empowering individuals to proactively address strategic challenges and enhance their decision-making acumen.

Realize avalia??es de desempenho regulares, definindo metas mensuráveis e comparando resultados ao longo do tempo. Isso permite ajustes contínuos e aprimoramento progressivo. Explore ferramentas e plataformas online dedicadas à coleta de feedback. Muitas dessas plataformas permitem feedback an?nimo, incentivando uma comunica??o mais franca e honesta.

Reflect on the feedback received and use it to create a targeted action plan. By identifying specific areas for improvement and leveraging strengths, you can strategically enhance your performance in your role. Regularly revisiting and updating this action plan will aid in continuous improvement.

It’s good practice to reflect on personal performance and can be considered part of your Continuous Personal Development (CPD). Identifying gaps and and creating an action plan is important, however it is not always necessary to close gaps personally. Sometimes, it is more effective to utilise the skills of others.

Strategic success is frequently measured as a performance report. Business leaders can forget that strategic delivery is achieved through the collaboration of people, and by using softer people skills that we deliver the best results. By obtaining feedback from our colleagues we are best placed to deliver for the business.

To effectively garner authentic feedback, the cornerstone is establishing trust. Initiate the process by posing open-ended questions and engage in active listening, resisting the urge to defend your position. Employ probing questions to deepen your understanding. When asking questions, be transparent about your intentions. Embrace the feedback with an open mind; this doesn't necessitate action on every piece of feedback, but rather on those aspects that require attention. Act on those items and ensure consistent follow-up. Demonstrating attentiveness and follow-through reinforces trust, which, in turn, helps in mitigating your blind spots.

Test your strategy ideas by getting feedback from different viewpoints that are not in your team or field. Welcome helpful suggestions and look for different views from yours. Use anonymous channels to get honest feedback, ensuring you get a more truthful assessment of your work. Don't just focus on the usual performance measures; think about how your choices affect the organization's future goals.

To get feedback on your performance in a Strategy role, make it a point to schedule regular one-on-one meetings with your immediate supervisor or manager to delve into your performance. Remember, these regular check-ins aren't just about getting feedback; they're a valuable opportunity to strengthen communication and enhance your working relationship with your supervisor. Also, seek precise feedback on your strategic thinking, decision-making, and how you execute plans. Actively engaging in these discussions is your way of contributing to both your personal growth and the success of the team.

We must remember feedback is a two-way street, and being receptive to constructive criticism is essential for personal and professional growth. Approach feedback conversations with a positive and proactive mindset, demonstrating your commitment to continuous improvement in your strategy role.