You're an AI professional who needs feedback from your manager. What's the best way to get it?

Make sure to frame questions in the most neutral way possible. If you frame a question around something negative, you’re priming your manager to lean into negative feedback. Similarly, if you frame the question too positively, your manager might gloss over important advice to improve. One tip is to first provide a range to gauge where you are within a skill set, before then getting into specific questions. For example, ask your manager “where would you rate my awareness of current technology on a scale of 1 to 10”? This way you get a neutral starting point and can optimize the discussion based on where you align on that scale.

I would schedule a meeting to discuss my AI project and prepare questions for valuable insights. During the meeting, I'd explain the context, benefits, and societal impact of the project. I'd listen attentively, seek clarification, and express gratitude. I'd reflect on the feedback's impact and identify actionable insights. I'd ask open-ended questions on strengths and areas for development. I'd ensure clear evaluation metrics are in place. Additionally, I'd acknowledge limitations, and integrate feedback mechanisms for improvement. I'd collaborate with my team to prioritize changes and align the plan with the vision. I'd maintain transparent communication, provide updates, and seek iterative feedback from diverse stakeholders for success.

In my experience, getting constructive feedback is crucial for growth. Here's my approach: Plan your questions. Before meetings, I list specific areas I'm working on, like AI model effectiveness or collaborative projects. Seek open feedback. I ask open-ended questions to understand my manager's perspective on my AI projects and teamwork skills. Focus on growth. Inquiring about skills to improve and resources for AI trends helps me stay ahead and contribute effectively. This method has consistently helped me refine my work and align with my team's goals, especially in fast-evolving fields like AI.

Feedback, you might have heard, is the breakfast of champions. Make the best of your 1-on-1 sessions. Ask about the particular project or task you're working on. Vagueness may not yield actionable insights. First, highlight technical aspects of your work, such as the efficacy of algorithms, model performance metrics, or the efficiency of implemented solutions. This ensures you receive insights relevant to your expertise. Next, discuss the impact on your business goals. Ask how your AI initiatives contribute to achieving business objectives. Understanding the alignment between technical efforts and organizational goals enables you to refine your focus for maximum impact. Third, discuss opportunities for improvement. You’ve got this!

Before requesting feedback, reflect on the metrics and objectives outlined in your AI projects. Ask your manager how they perceive your alignment with these metrics and whether your prioritization of tasks effectively supports these goals. This approach ensures your inquiry is focused and relevant, fostering constructive feedback.

In the context of AI, where projects are often complex and rapidly evolving, timely feedback is crucial. Regularly scheduled sessions ensure that feedback is integrated into the development cycle, allowing for iterative improvements. Additionally, face-to-face or video call meetings are particularly beneficial in AI due to the technical nature of the work, where visual aids or demonstrations may be necessary to fully convey progress or issues. Direct communication also fosters a clearer understanding of complex concepts and allows for immediate clarification, which is less likely to be achieved through written communication.

Based on my journey, here's my perspective: Timing is key. I schedule feedback sessions post-project milestones or achievements to ensure relevance and impact. Choose the mode wisely. Preferring face-to-face or video calls for feedback has facilitated more nuanced and effective communication. Consistency builds trust. Regular, scheduled sessions have helped me and my manager establish a productive feedback loop. Avoid text-based requests. Direct conversations have proven more effective in avoiding misunderstandings and ensuring clarity. This approach has significantly enhanced my professional development, particularly in fields requiring constant adaptation, like AI.

Effective leadership involves strategic timing and appropriate communication methods when seeking feedback from your manager. Establishing regular face-to-face or video feedback/retrospection meetings cultivates a productive and growth environment. By requesting feedback after completing milestones or facing challenges, you demonstrate accountability and a commitment to growth. Avoiding email or text for feedback requests ensures clarity and prevents potential misunderstandings, fostering stronger working relationships.

In the world of AI, where projects are frequently complex and fast changing, receiving input at the appropriate moment is critical. Setting up regular feedback meetings ensures that feedback is integrated in the development process, which allows for continuous progress. This iterative method helps AI projects stay on track and adapt to changing needs.

Choose an appropriate time to ask for feedback. Avoid catching your manager off guard or during busy periods. Schedule a meeting or find a time when your manager is available and can give your question the attention it deserves.Prefer face-to-face or video calls for feedback for more effective communication.

Actively Listen Don't get defensive. Even if it's a bit tough to hear, there's always something to learn. Give your Manager time to provide feedback then you can provide your feedback on the feedback.

To solicit feedback effectively, approach your manager with an open mind and readiness to learn. Listen attentively without interruption, even if it's tough to hear. Seek clarity by asking questions to grasp their expectations fully. Afterward, reflect on the feedback and consider actionable steps for improvement. For instance, if they suggest refining your coding practices, explore resources like GitHub for best practices. Express appreciation for their insights, demonstrating your commitment to growth. Remember, constructive feedback is an opportunity for growth, not criticism. Embrace it with humility and a proactive mindset.

If you're not clear about something, ask for clarification. Let your superiors know you appreciate the input. Take the feedback as an opportunity to create positive changes, and discuss potential responses or actions. When you listen intently and respond wisely, you may foster a pleasant and beneficial feedback cycle.

It's essential to actively listen and respond thoughtfully. Give your full attention, avoid interrupting, and seek clarification if needed. Acknowledge the feedback, whether positive or constructive, and express gratitude for the insights. Responding with a positive attitude and a willingness to learn demonstrates your openness to improvement. If applicable, discuss specific action plans or steps you'll take to address any areas for improvement. Effective communication and a collaborative approach foster a constructive feedback loop that contributes to personal and professional growth.

Listen like your career depends on it, because in a way, it does! When your manager is giving feedback, fight the urge to defend or justify. Instead, ask clarifying questions like, "Can you give me a specific example of where I could improve my documentation?" Showing you truly want to learn from what's being shared builds trust, and trust makes future feedback sessions even more valuable. Let them know you appreciate the input, even if it stings in the moment.

Start the feedback conversation by acknowledging your manager's expertise and expressing openness to learning. Clarify expectations regarding the frequency and format of feedback sessions to ensure consistency. After implementing action plans, provide tangible evidence of improvements using quantifiable metrics. This iterative approach fosters a culture of continuous improvement and strengthens your professional relationship with your manager.

I’m not sure I fully get it- if I need my manager’s feedback, I’ll just ask for it. In a regular 1:1 (unless there is something urgent). I’ll be specific in my questions but share, openly, that I need some feedback.

When soliciting feedback from managers, navigate along two critical axes: Skills and Tasks. Always keep meticulous notes on previous feedback points. When discussing skills, delve into how far you’ve progressed and explore additional steps to sharpen those skills. When addressing tasks, focus on the blockers you encounter and the specific assistance you require from your managers to overcome them, rather than merely providing status updates.

After receiving feedback, it's important to follow up with your manager. Clarify any points that may be unclear and discuss any action steps you plan to take based on the feedback. This shows your commitment to improvement and helps ensure you are aligned with your manager's expectations.

In AI-driven non-traditional pharmacy roles, acting on feedback is essential. Craft an action plan with clear AI-focused goals, tasks, and timelines based on the feedback. Implement and monitor your plan to address AI project improvements. Update your manager on progress, showcasing AI enhancements and seeking further feedback. This proactive approach is key to advancing in AI applications within pharmacy, boosting both your performance and career. It underscores a commitment to leveraging AI for impactful healthcare solutions, demonstrating continuous learning and adaptation in this dynamic field.

Unfortunately, not all managers excel at providing constructive feedback. If you find yourself working with a manager who struggles in this area, it’s time to take charge of your own growth. Here’s how: - Communicate focus areas & why feedback matters - Ask targeted questions about performance & improvement - Share self-assessment to kick-start dialogue - e.g. tools like Situational Leadership, to guide discussion - If your manager feedback falls short, seek other sources - peers, mentors, coaches. - Be proactive & don’t get frustrated. Managing upwards is a skill that will put you in good stead. Your growth is in your hands & every challenge is an opportunity for learning.

Regularly schedule check-ins with your manager to discuss your progress and ask for specific feedback. Be open-minded and accept that feedback may not always be perfect due to limitations in knowledge or perspective. Approach feedback with humility and a willingness to learn, even if it may be difficult to hear at times.

I think the best way to seek feedback is through preparation and timing. Firstly, I prepare specific questions focusing on areas I want to improve or need clarity. This shows my manager that I'm proactive and value their insight. Listening actively without defensiveness allows me to understand their perspective fully. I'd like to follow up on the feedback by taking concrete actions and updating my manager on my progress, which shows my commitment to growth and receptiveness to their guidance. Ensure a regular feedback loop to keep us aligned and foster continuous improvement. It's about building a relationship based on mutual respect and a shared goal of achieving excellence.

Seek Feedback from Multiple Sources While your manager’s feedback is invaluable, consider soliciting feedback from colleagues, mentors, or team members. They can offer different perspectives on your work and interpersonal skills.

In the world of AI and technology, embracing a mindset of continuous learning and adaptability is crucial. The field evolves rapidly, and staying informed about the latest tools, techniques, and ethical considerations is vital for professional growth.