Getting Feedback on Adopted Feedback

Feedback receivers are often led to believe that their journey ends with adopting the feedback, but a crucial step is seeking feedback on how well they've implemented it.

For example, if the feedback receiver is working on contributing more on team calls, they might ask their manager if they've noticed improvements. Similarly, if the feedback was about improving presentation skills, the receiver could request feedback from colleagues on their performance in the next meeting. They might also ask a mentor for feedback on how effectively they've incorporated the received feedback into their workflow.

At my doctor’s office this morning, I saw a sign similar to this:

In this example, the hospital system (which has done a great job of taking care of me!) is using feedback about their feedback surveys, and they want feedback on how their adoption of feedback is going.

The GROWTH Model for Using Feedback

As a final takeaway, remember the GROWTH Model from the How to Receive Feedback module in our Constructive Feedback course :

Getting feedback about how you are integrating the feedback runs through various parts of the model, including:

Game Plan

Part of your plan should be who you plan to approach for feedback about any performance or behavior changes you’ve made.

Reflect

This stage can include reflective self-feedback so that you are making the performance or behavioral changes and actively reflecting on how you think they are going and how they make you feel. As we discussed, an introvert actively trying to become more participatory in meetings may notice through reflection that they feel exhausted on days when they’ve flexed this new muscle. These noticings are vital for progress.

Ownership

Even after you’ve adopted feedback, it’s essential to remember that you retain ownership of how it progresses. One way to do this is by creating, as former NBA superstar Kobe Bryant did , a core group of folks you respect and who will provide the constructive feedback you need to improve.

Wonder

This also plays a role because you may receive negative feedback about how your adoption of the feedback is going. Approaching this negative feedback with wonder can allow you to hold it more gently and with more curiosity — both of which can help you integrate it.

Test

Creating new tests for yourself can be both a form of feedback and a way to get new feedback. For example, let’s say you are ready to go beyond Toastmasters and audition for a TEDx talk to improve your public speaking skills. Well, this will give you a chance to pull what you’ve learned in Toastmasters into a new environment — thus giving you a chance to see your new skillset from a new perspective (which can be feedback). Additionally, auditioning for a TEDx talk will expose you to new people who may have a different barometer for success. This will position you well both to receive new feedback and to practice your feedback-seeking behavior with a new crowd.

Habit

Lastly, getting feedback about your feedback adoption is a great new habit to form. While it’s true that at some point your new behaviors will become second nature and you may no longer need feedback about them, your continuous pursuit of improvement means that you’ll likely be working on improving other areas. These, too, present opportunities for valuable feedback.

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