What are the most important skills for receiving feedback effectively?

100% the key to success. As a successful employee at a Goldman Sachs where I am trying to learn every day, I attribute my success to active listening. I have a habit of having a notepad and pen with me at all times. I love taking notes especially when I get informal feedback. I believe that's the biggest asset. Whenever I complete a project, I always ask for an informal feedback and have found it to be more useful, more targeted, more actionable (as it is right after the project delivery) and through active listening I notice the emotions of my manager as well - the non verbal cues of what really stood out for me. At the end of the conversation I would always summarise the notes I have and ask if I had missed any point.

Active listening is not a passive activity. You cannot listen well if you are multitasking, interrupting, or getting defensive. Here are some tips to help you receive feedback effectively: 1. Take the time to listen closely to the speaker to be sure you understand the feedback. 2. Take notes to ensure that you can reflect back on the feedback at a later time. 3. Be sure to ask questions so that you can clarify the message. 4. Thank the feedback giver for their perspective to start to build trust and show that you take the feedback seriously.

It’s a very common human reaction to get defensive (eg. deny the feedback) or deflect (start bringing up someone else). Recognise that this is just your brain trying to keep you safe from potential threat. The feedback is a gift if you can really listen to what the message is. Ask yourself ‘how will this help me achieve my goal’ and listen deeply - without distraction - to the giver. Listen to their perspective and the examples, to understand if there might be a gap between what you intended, and the actual impact you had.

Openness: Embracing diverse perspectives and opinions. Active Listening: Paying uninterrupted attention, demonstrating genuine interest. Empathy: Considering the feelings and perspectives of those providing feedback. Resilience: Treating constructive criticism as opportunities for growth. Clarity in Communication: Seeking clarification and expressing ideas clearly. Objectivity: Evaluating feedback while separating personal emotions. Action: Willingness to implement changes based on feedback. Remember, feedback is a valuable tool for growth, so seize every opportunity to improve!

Feedback should not be viewed as criticism. It is just data. However, employees often project themselves personally into the situation rather than maintaining a professional role detachment. I encourage employees to listen carefully and accept the feedback as a gift that highlight a path for improvement. As questions to clarify understanding, but avoid defensiveness. Remember there is a manager/employee relationship to be preserved. Some managers are uncomfortable giving feedback. Taking the lead by being open can not only give you valuable data, but also improve the relationship with your manager.

Remember that your manager isn't likely to observe 100% of your actions every day; they have their own job to perform too. Sometimes the feedback we receive is about demonstrating behavior that our manager simply hasn't observed yet. In that case, be sure to ask clarification questions & follow up with examples that address the root cause of any constructive feedback. We managers need evidence to support your growth, and sometimes we don't have all of it. Share it with us!

Seeking clarification is key, but does not need to happen at that moment. You, or the manager, may be stressed in the moment. Listen carefully, take some time to think about the situation and feedback, then build a plan to move forward. I recommend a short followup with the manager to confirm your understanding and plan of action. It is good to keep in mind that this should be about your work, not about you.

Solicit precise feedback by employing targeted questions. (1) Inquire about one specific aspect you found valuable in the presentation. (2) Seek input on one element you believe is lacking in the presentation. (3) Explore moments when you perform at your best. By using focused questions, you can pinpoint feedback to specific areas, facilitating a more targeted approach to improvement.

You can demonstrate your appreciation by writing down the feedback in a shared document. This also helps to ensure there's no misinterpretation of the feedback later (by yourself of your manager). Getting clarity on regular, actionable feedback is key to healthy career growth.

Appreciation of feedback starts with saying "thank you" but it doesn't end there. When you have responded to the feedback, given a certain commitment to how you will do things differently, and then when you have consistently kept to what you committed to do; THAT is appreciation of feedback! ??

All feedback is a gift. Think of it as such and acknowledge the gift. Avoid defensiveness and pushback. If you don't, then you may find it quickly shifting into an unproductive personal argument.

Take feedback seriously, reflect on it critically, and act on it accordingly ?? Have you heard this feedback before? Have you heard it from multiple sources? If you answered yes to either of these questions, and especially if you answered yes to both, then it's time to think about what you can do to make some changes. The analysis comes in between receiving feedback and acting on feedback. If you don't agree with the feedback, yet you keep getting the same feedback on multiple occasions, there is a problem to discover. Either you are wrong or the people giving you the feedback are wrong. Getting an unbiased outside perspective can help in these situations to evaluate what the problem might be. Keep on receiving and giving feedback ??

There is an old adage: if one person calls you a horse, you ignore them. If ten people call you a horse, buy a saddle. Pay close attention to the patterns in the feedback you receive, especially if they come from different sources. It's very possible "they aren't all wrong".

Listen carefully, take some time to think about the situation and feedback, then build a plan to move forward. This may require you to consider learning something new, changing your process or behaviour. These may take some time to research and think through. Once you have your plan of action, then I recommend a short followup with the manager to confirm your understanding and plan of action. A sincere thank you at that meeting can go a long way to deepening the professional relationship.

Cultivating self-awareness is crucial for success in the workplace. Feedback serves as valuable data for our personal development, providing insights that guide improvement and contribute to increased self-awareness. To enhance this skill, consider actively seeking feedback from colleagues, supervisors, and peers. Set aside regular intervals for self-reflection to analyze your strengths, weaknesses, and areas for growth. Incorporate constructive feedback into your action plans, outlining specific steps to address identified areas of improvement. By consistently leveraging feedback as a tool for self-awareness, you can foster continuous personal and professional growth.

Applying strategically isn't good enough at this step. Taking the time to document the feedback and identify opportunities to demonstrate improvement is necessary in order to show growth in these areas. TBH I don't even know what "applying strategically" means.

Don't solicit "feedback". People don't want to give feedback. Ask for advice instead. It sounds more helpful, and people are more likely to give you a useful response. When you get that advice, write it down. Demonstrate how much you care by documenting it.

Formalizing a post-activity or post-project reflection, feedback or "hot wash" after action review is all too often missed. Many projects don't end so much as activity grinds to a halt. The review and feedback is where learning and process improvement happens. Remember Deming's Cycle (Plan, Do, Check, Act). Implement this regularly and help build a high-performing, learning, continuously improving unit and organization. Continuous improvement can create significant job security.

I think you can 'solicit' regularly, but I think its helpful to ask for specific things rather than just "have you got any feedback?" For example, asking your team what worked or didn't work during a particular project recently. Or asking someone is there something they'd like you to stop doing or start doing? I used to ask that in 1:1s and it usually got some good conversation flowing.

Receiving feedback effectively requires key skills such as active listening, openness, and the ability to depersonalize critiques. Actively listen to understand the feedback without immediate judgment. Remain open-minded, acknowledging that feedback is an opportunity for growth. Separate the feedback from your personal identity, focusing on the specific actions or behaviors discussed. Additionally, ask clarifying questions to gain a deeper understanding and demonstrate a commitment to improvement. Developing these skills enhances your ability to receive feedback constructively and use it as a catalyst for personal and professional development.

After receiving feedback prepared strategy and plan to fill the gaps and work with you leader or partner to execute those plan and review on regular basis . Take help of your leader to seek for opportunities where these gaps can be addressed with some examples.

Check assumptions you might be making to increase the amount and the impact of the feedback you receive. Flip your feedback: 1. No more forms. Feedback should be regular and frequent. 2. Stop asking for general Feeback. Target a specific area for direction actions. 3. Don't wait for the quarterly review cycle. Get real-time, fast feedback.

Al recibir la retroalimentación, es importante identificar los factores claves que se repiten en las diversas fuentes que consultes sobre tu retroalimentación, considerando también los momentos en qué estos se dan; esto te ayudará a validar de una manera más objetiva sobre tus áreas de oportunidad, principalmente porque a veces somos reacios a aceptar algunas de ellas.