Lesson 2: Give & receive feedback

We can also be intentional with our growth by asking for feedback. But not any feedback. Specific feedback. If you blankly ask someone for feedback, they are going to reflect on what’s important to them and give you related feedback. That may or may not be useful to you; think of specific questions to ask, “did I articulate my points clearly in the presentation?” “Did I listen to the partner feedback with empathy?” You’ll then get specific feedback.

Look at your career development plan and your targeted growth areas, then think of people that can observe you and provide specific feedback. This can be a manager, colleague, mentor, sponsor, friend, or family member. Ask them if they’ll help you grow in that area and give them specific points to give you feedback on and ask if you can return the favor.

For today, identify 3-5 people you’d like to ask for feedback and either contact them to ask for the feedback or request time to discuss it. The goal by the end of today, is to have this feedback process in motion with 3 people, so you can capture specific feedback that you can turn into growth actions, celebrations, or listen and let go.

Not all feedback needs to be actioned. It’s important to recognize that you have the ability to listen and then analyze the feedback to see what you want to celebrate, take action on, or just let go.

For example, if you receive feedback from a friend on how to engage with colleagues at work, but the friend isn’t familiar with your work culture, the feedback may not be applicable to your situation and therefore, can be let go.

It’s your choice on how to handle each specific feedback. When analyzing, be aware of the emotions that it may trigger. Sometimes we can feel “not good enough” or frustrated that we’re not perfect or <fill in the blank>. Emotions come up. Be a 3rd party observer and observe the reactions you’re having to the feedback and choose how you want to react. Do you want to take it personally? Or, do you want see the gifts in the feedback and choose to take intentional action that will help you? Or, just let it go? It’s your choice.

You can also learn to give specific feedback, so it’s more actionable for the people receiving it. Think about specific examples; the where, the what, the how, so that the person can truly understand and then modify or repeat the action. Specific feedback is a gift!

Now, start that process of asking for specific feedback from 3 people and see how you can grow and thrive!