You're looking to grow professionally. How can you use feedback to take your career to the next level?

Feedback is not just an exchange of words; it is the basis for continuous professional improvement and organizational success. From how to give it to how to receive it, it is important to build an environment of trust in every interaction because it can transform your professional development and that of your team, it also helps to create a culture of continuous improvement.

Feedback matters a lot. But it has to be constructive feedback which can provide guidance. Take it as a simple LIP approach. 1. Listen - Listen to it. No feedback is bad feedback. At least some meat should be there to extract. 2. I - Interpret the meaning of the feedback. 3. P - Perform. Work towards it. Possible performance would help you to analyse yourself.

In order to advance professionally, incorporating feedback is paramount. I plan to actively seek input from colleagues, managers, and mentors to gain insights into areas of strength and areas for development. By carefully considering this feedback and implementing necessary adjustments, I aim to enhance my skills and performance. Embracing feedback as a catalyst for growth, I am dedicated to leveraging it effectively to progress in my career journey.

Based on my experience, actively seeking feedback is crucial. By "soliciting," I mean seeking it out at every opportunity and in every circumstance. It's important to ask others because the version of yourself you know may not be the same as the one they perceive. Bridging the gap between these two perspectives is integral to enhancing self-awareness and emotional intelligence.

Growing in your career isn't a solo journey. Feedback from colleagues, managers, and even clients is like a roadmap. It shows your strengths, areas for improvement, and helps you adjust your approach for better results.

Before you start any feedback session, make sure everyone knows the purpose, the process, and the outcomes of the feedback. Explain why feedback is important for the project and how it will help the team improve their performance and results. Define the roles and responsibilities of the feedback giver and receiver, and the criteria and standards for evaluating the work

Being clear and specific is key. Instead of saying "good job," highlight strengths like "your presentation was well-organized, and the data was easy to follow." Focus on behavior and offer suggestions for improvement.

Feedback about the work done is excellent. But even better is to give feedback while the work is in progress, so the person or team has a better chance to correct their plan and have success in the end. Even more critical is feedback about behavior, about how people are aligned with the company's values and ways of working.

Implementing the feedback sandwich, it's been helping people grow since 2014. Start with the mindset, how will I make this person grow. Then start with the first layer, top bun 1. Positive features, features that the person did, might be of content, delivery or the persona. Then move to mid section, the stuffing. 2. Potential growth, be specific, avoid generalizing. And give feedback that will make the person grow. Then finish of with the bottom bun. 3. Personal liking, what did you enjoy on a personal note. Again, be specific of what you really enjoyed. We have a tendency of blowing out all good things in the beginning and miss it in the end. But for personal growth, I've found this method to be uplifting and helpful.

Dar feedback de forma eficaz requer algumas diretrizes importantes. Primeiro, seja específico e oportuno, concentrando-se em exemplos concretos logo após a situa??o. Em segundo lugar, seja equilibrado e positivo, reconhecendo tanto as realiza??es quanto as áreas de melhoria. Em terceiro lugar, seja claro e acionável, explicando o impacto das a??es e fornecendo sugest?es construtivas. Por fim, seja empático e solidário, considerando os sentimentos e perspectivas da pessoa e mostrando apre?o por suas habilidades.

Not all feedback is valid. Pick and choose what’s appropriate and makes you better. Ponder the rest and put it aside, it may give you more insights to the person giving the feedback than yourself.

Don't take feedback personally. Listen attentively, ask clarifying questions, and thank the giver for their time. Reflect on the points raised. Is there truth to them? Can you use this to develop your skills?

Feedback is not received in vocal form always , sometimes it reflects in the way team supports you at critical stages or in pressure situation. The compatibility within team and maturity shown by the subordinates while handling such situations definitely gives your carrier a new horizon and it's a silent feedback from them against the investment you have made as a team leader through different means to make them a better professional.

Feedback is a critical and crucial aspect to self judge and analyze one’s efforts as a professional and also as a human being. Feedback should be taken with an open mind without any judgemental mindset. It’s important to work upon the feedback that needs attention and to feel good for the ones that have been praised for

Providing a feedback, either positive or negative, is not only a polite gesture , on the contrary it represents a powerful tool to deeply understand your specific needs .

Para criar uma cultura de feedback: Solicite feedback regularmente, especificando o que você precisa e como prefere recebê-lo. Ofere?a feedback construtivo e respeitoso aos outros, adaptado às suas necessidades. Facilite oportunidades para trocas de feedback entre colegas e membros da equipe. Celebre os sucessos e aprendizados resultantes do feedback, incentivando sua prática contínua no local de trabalho.

Feedback is a gift, and I have personally grown with feedback. Feedback isn't a criticism it is constructively telling the other person how good they are and how to improve. This shouldn't be an annual process - it is not a review. It should be done regularly - in a start stop continue manner. The intention has to be that we will make the person grow. It is not corridor gossip that one hears- but an inner feeling. I have seen this, I feel this - and you can do better in this format.

Open communication is essential. Encourage regular feedback exchanges with colleagues. Ask for feedback after presentations or projects. This normalizes feedback and makes it a tool for growth, not criticism.

One thing I would like to add about feedback is that it is an input from your stakeholders to help you move forward in direction of growth. So both as receiver and giver consider what can be done better, come with constructive solution and not point a problem! Feedback to move forward!

Creating a culture of Feedback would not only embed trust and faith amongst the team but also ensure respect for each other. With an effective feedback exchange the team can grow leaps and bounds. The strengths and the good work done should be praised through a feedback and given recognition, whereas the failed opportunities should be re-looked and worked upon to turn them to success. Feedback should be respectful and not hurt anyone specific.

Sometimes feedback might feel harsh. Take a deep breath and step back. Is there some truth to it, even if it's uncomfortable? If you disagree, calmly explain your perspective and seek clarification.

Pour gérer les défis liés à la rétroaction de manière succincte : Gardez une attitude ouverte. Restez calme et professionnel. écoutez activement sans interruption. Posez des questions pour clarifier. Identifiez des points communs dans le feedback. Fixez des objectifs de développement. Montrez votre reconnaissance pour le feedback re?u. Faites un suivi pour évaluer votre progression.

Le feed back est un élément clé pour continuer à progresser. Cela permet de renforcer nos points forts tout en travaillant nos axes d’amélioration. Il permet aussi dans le cadre clients de développer de nouvelles prestations en étant à l’écoute des besoins marchés. Même si parfois cela peu ??toucher?? l’égo voir le flatter il faut toujours essayer de prendre du recul et ne jamais le prendre personnellement. Il faut savoir l’entendre après nous restons libres d’en faire ce que l’on veut??

Dar feedback é uma das coisas mais importantes que um líder pode fazer, porque é por meio dele que ajudará alguém a se desenvolver. Ao mesmo tempo, é uma das tarefas mais difíceis porque, infelizmente, temos o costume de enxergá-lo como uma crítica. Neste contexto os envolvidos precisam esta abertos a entender que aquele momento é de alinhamento e ajustes. Saber falar o que necessário para o desenvolvimento do outro é preciso desenvolver habilidades de comunica??o e de escuta ativa, o que ajudará a transmitir a mensagem de forma mais clara e precisa, eliminando quaisquer divergências e mal-entendidos.

On peut ne pas être d'accord avec un feedback, mais on conna?t au moins la position de l'autre. On peut alors lui apporter du sens à nos actions et avoir l'opportunité de s'expliquer. On peut parfois aussi nuancer la rétroaction "Si, Bruno, je continuerai les entretiens annuels d'évaluation, mais ton feedback m'aide et je pense que je vais les organiser autrement dans la forme".

Feedback first calls for a self reflection too. There have been a lot of times when I may or may not have agreed with the feedback. But going back and thinking about it carefully has always helped me. I track my progress at a regular frequency with every feedback I work on.

Feedback isn't a one-way street. Offer feedback to others too! It strengthens relationships and fosters a culture of learning and development within your team.

To grow career opportunities, use constructive feedback by seeking input from supervisors, mentors, colleagues, and even clients to gain valuable insights on strengths, areas for improvement, and growth opportunities. Actively solicit feedback through regular check-ins, performance reviews, and project evaluations, and be open to receiving constructive criticism to enhance skills and professional development. External impartial 1:1 coaching is a great investment and enables guidance in intentional reflection on feedback received, set goals for improvement, and take proactive steps to implement changes that align with career aspirations and personal development objectives.

Seek a mentor, either inside of the company you work at and in a different team, or outside your current company and go to them for advice. Your mentor can be a sounding board to offer you invaluable insights into how you can be better and elevate your current performance by drawing from their expertise. This will also empower you to balance out your feedback from your line manager who may provide constructive feedback or who may not provide sound feedback. This instead helps you take charge of your career progression from not just one approach but multiple.

Who you receive feedback from is as important as the feedback itself. You wouldn't ask a random stranger to perform a surgical procedure on you. Why would you entertain feedback from someone who doesn't have the lived experience you desire?