As a psychologist & coach, I have always valued the importance of self-reflection and self discovery. In knowing and understanding ourselves, we can gain insight into why we behave the way we do and make necessary changes to feel more aligned. However, just as our voices sound different in our head vs. what others hear, our own behaviors may appear different to others as well. I am frequently asking clients- whether individuals, speaking audiences, or teams- for feedback. I read every comment in order to gather more data about whether my behaviors align with my intent. When I find myself having trouble with a piece of feedback (feeling hurt or defensive), I will circle back later after allowing some of the emotion to dissipate. I remind myself that all feedback is useful, and that acknowledging any mistakes, missteps or criticisms are all opportunities for growth. Feedback is one of the best tools for change and learning.
Accepting feedback has become a crucial part of my personal development process throughout my career. When I was younger, I was like many young professionals, impatient and overconfident about my abilities. As time went on and I moved to different positions, and different companies, I realized that one thing remained the same everywhere I went: I was gaining knowledge from my past failures. Once I realized that, I decided that accepting feedback about past shortcomings was the only way to truly move forward and learn from my mistakes. One tip about seeking feedback that I would give to a young professional today is that you should find the most experienced person at your company, no matter how high up they are on the corporate ladder, and ask them to evaluate your performance. It may be scary, but the results that you receive will be coming from someone who has likely been in the same position you are at some point in their career, which is invaluable information to have. I have done this at every company I have worked for and will continue to do so because it has been so helpful to my personal growth.
Get the right feedback make plans to grow, and organise tasks for personal and professional development. In my professional working profile, I add feedback to mentors, colleagues, and others who share valuable insights about my work. Point out their opinions, and shorten the valuable improvement points. Create a plan and outline the skills I need to enhance my job performance. I constantly organise my daily tasks and structure my work in a way that fosters a proactive mindset for both personal and professional growth. This continuous feedback loop provides me with valuable ideas, keeping me motivated to learn and develop in both my personal and work life.
A few days ago I was driving with my girlfriend when I received a call from my boss because we had a problem with a customer. I asked my girlfriend to listen to our conversation and at the end, to give me her opinion on how I had behaved. In particular, I wanted to know if I had been clear in explaining the solutions and above all if I had lost my calm. I think it is essential to receive feedback even from people who are not in our sector, precisely because they can give us an impartial opinion.I also find it very useful to write down this feedback and re-read it before having to deal with a similar conversation or situation.
One thing that can make it challenging to get feedback for the purpose of improvement is that most people feel uncomfortable giving constructive criticism to their peers, even when they’re prompted to do so. This is just human nature—the majority of people aim to avoid conflict and be liked by other people, and unless they’ve given you this kind of feedback before and know how you react, they may feel hesitant to deliver what can be perceived as a criticism or insult. I’ve found there are three things that can help to overcome this: 1. Ask in an email or other text-based format, rather than face-to-face. Communicating via text feels less immediate and gives the other person more time to choose their words carefully, along with making them feel less put on the spot to come up with constructive criticism. This can help you to get more valuable and honest feedback. 2. Ask for feedback about a specific skill, knowledge area, etc. rather than asking for general feedback. This can help people feel more comfortable sharing their input since you’re not asking for them to give their opinion on you in general, just on this one particular area of your work or professional life. 3. Explain up-front that you feel like you need to improve in this area and are seeking feedback for those purposes. When you explain this, the other person understands that they’ll be helping you out by sharing their honest thoughts. That can overcome their natural discomfort of saying potentially negative things. This also takes the pressure off of them because you’re admitting at the start that you’re not completely happy with how you perform in this area, so they’re not the one “breaking bad news”, as it were, so much as they’re agreeing with your assessment of yourself.
When I receive insightful personal feedback, I am usually apprehensive at first. That reaction is only human, but within a day, I try to make something of it. My process is to create a spreadsheet with dates in the columns and the specific piece of feedback in the left side of the row. I then monitor the topic over the course of 2-3 months. This allows me to do weekly check-ins and determine if I am actually responsive to the feedback, or if I am just falling into old habits.
In the context of feedback, I believe embracing constructive criticism as a powerful tool for personal growth is essential. Rather than viewing feedback as a critique, we should see it as an opportunity to refine our skills. In addition, prioritizing the credibility of the information received as feedback is a must-have checklist. I employ a fact-checking approach to validate the accuracy of feedback. Besides improving our critical thinking, it ensures that the insights we receive are well-founded and trusted. Moreover, incorporating strength-based feedback, which highlights our existing capabilities, is also essential for supporting a positive mindset and complementing areas of improvement. According to Gallup, employees who got strengths feedback had a 14.9% lower turnover than those who received no feedback. (https://news.gallup.com/businessjournal/147383/secret-higher-performance.aspx) Lastly, engaging in regular self-reflection is a must to identify areas for improvement. This self-awareness is a starting point for seeking targeted feedback on our skills or behaviours.
I have a weekly meeting with an accountability buddy, usually towards the end of the week. We will talk about the challenges that I was facing the last couple of days and we will also discuss possible solutions together. Once the meeting is over, I then update my to-do lists to reflect the changes we talked about. Next week, during our meeting, we will evaluate how well I implemented these changes and how effective they were. This is a very simple process, but it works well. The meetings force me to confront any excuses that I might be currently making. I can kid myself, but it's much harder to kid an outside person. My accountability buddy is very good at pointing out any kind of backward rationalizing that might be going on. On top of that, I also have 2 to 3 trusted friends that I regularly talk to. Here, the feedback process is much less structured. I just tell them what has been on my mind lately, what is upsetting me, etc. Since they have known me for years, they can usually tell straight away what is going wrong and what I should be doing differently. Both approaches have their pros and cons. With my accountability buddy, it is a little bit easier to get straight to the point. We don't need to exchange as many niceties. Also, we tend to be more blunt with each other. The downside is that he doesn't know me that well yet. So, I usually need to give him more context. With friends, there is less context required. However, the conversations tend to be longer, sometimes unnecessarily so. Also, the feedback you get tends to be a little bit sugarcoated, as they are your friends and don't want to upset you too much.
Incorporating constructive feedback to drive self-improvement has been integral for my growth as a leader. I utilise a three-step process when receiving input- Assess credibility - Consider the source and intent before fully engaging. Ask yourself- Is the person invested in my development? Is this constructive or just criticism? Filtering credible perspectives avoids deterring progress. Evaluate applicability - Reflect on feedback aligned to your current role and objectives. Examine what resonates given your responsibilities and growth plan. Assess fit. Operationalise selectively - Not all feedback needs to turn into sweeping change. Consider phasing in modifications suited to your personal style and situation. Stay true to yourself while still challenging comfort zones. For example, my manager once suggested becoming more assertive in cross-departmental meetings when I felt my team’s needs weren’t heard. While I appreciated her candour, an abrupt, combative stance countered my tendencies. Instead, I focused on speaking up early in conversations to better align groups. Over time, teams now organically recognise our priorities. With a thoughtful process, we can incorporate outside perspectives to shape behaviours that work for us rather than forcing change based on pressures. Feedback is a gift when handled carefully.
In my approach to personal development, incorporating feedback is vital, which begins with introspection but extends to seeking inputs, grasping the feedback’s context & analyzing it, driving meaningful self-improvement. Further, it involves delving into my thoughts, enabling me to leverage constructive criticism & staying focused on targeted areas for growth. But the challenge lies in not internalizing feedback, but rather in grasping its viewpoints without feeling defensive or personally attacked. Even if feedback is delivered with negative intentions, I prioritize understanding its context over self-defense. This can be ensured by maintaining an open mindset, allowing me to conserve energy for constructive reflection. This way I align the feedback received with my core values & vision for my life, utilizing it as a potent catalyst for goal progress Therefore, the whole internal dialogue becomes vital for action reassessment, skill refinement & ongoing growth.
As a business owner and employer, the personal development aided by feedback is even more important. I cannot afford to be stagnant or worse, find myself regressing. Employee feedback is crucial not just in the development of the company, in general, but also mine, as an employer, as a leader, and as a person. If you isolate yourself from the opinions of others and consider yourself above reproach, you’re never going to evolve in any meaningful way. Yes, asking for feedback puts you in a vulnerable position. But without that, there’s no growth. Personally, I have a yearly employee review of me as a boss just like they get reviewed as employees. I believe that helps all of us and keeps us all in tip-top shape.
When it comes to feedback, I outline how the feedback itself aligns with broader goals for my personal development. Then, wherever that feedback ‘sits’ best, I outline how I can utilise that as a means of improving the personal development path I’m on (rather trying to make the feedback fit across all aspects of the plan).
In our business (we're a tour company in New Orleans), we live and die by the review. And thus this is the measuring stick by which we judge our tour guides. We never berate a guide for getting bad reviews, we work with them to find the points that are being brought up in the reviews. 9 times out of 10 it can be fixed. Just as we can train our guides to be knowledgeable on the tour content, we have some ways we can also train them to be 5-star review worthy. Never approach it from a power imbalance. Be on the side of the guide/employee, and look to work WITH them to improve, and be there WITH them on their journey to improvement.
I actively seek feedback from colleagues, mentors, and peers to fuel my personal development. This involves regular, open conversations and performance reviews. I reflect deeply on the feedback received, distinguishing between constructive criticism and personal opinion. Then, I set specific, actionable goals to address areas needing improvement. Regular self-evaluation and seeking follow-up feedback help me gauge progress. This iterative process of seeking, reflecting, and acting on feedback has been instrumental in enhancing my skills and driving self-improvement.
Seeking feedback from peers, mentors, and superiors is an active process that I use to integrate feedback into my own development. I routinely ask for detailed, constructive criticism on my performance and methodology in an effort to identify my strong points and potential areas for development. I actively listen to this criticism and look for trends and recurring themes in order to have a clear picture of my areas of strength and weakness. I used this information to create a plan for my own progress, including measurable milestones. I also ask for continuous feedback so I can assess my development and make the required corrections. I'd say continuous learning, skill improvement, and a proactive commitment to personal development are ensured by this iterative process.
In my role as a Human Resources manager, I actively seek feedback from colleagues, team members, and supervisors to fuel my personal development. I encourage open communication, welcoming constructive criticism and diverse perspectives. Regular check-ins, performance reviews, and collaborative projects serve as avenues for valuable insights. I leverage this feedback to identify areas for improvement, refine my skill set, and enhance my leadership capabilities. By embracing feedback, I cultivate a continuous learning mindset, ensuring that my professional growth aligns with the evolving demands of the HR landscape. This iterative process not only refines my skills but also fosters a culture of mutual development within the team.
Feedback is a fundamental aspect of my personal development journey. I take the time to process the feedback I receive, identifying areas where I can make changes and improvements. By incorporating feedback into my self-improvement efforts, I'm committed to continuous growth and development.
Hi, There I’m James Smith, the creator of Travel-Lingual and a passionate business owner. Today, we will explore one of the most important aspects of personal growth – incorporating feedback. In the hustle and bustle of today’s business world, feedback is one of the most powerful tools I have for staying on top of things. I’ve come to understand that seeking out and accepting feedback is like having your trainer guide you on your journey to success. I’ve created a feedback loop to help me stay in control and push forward. First, I listen. I listen to my team, my mentors, and even my clients. This transparency allows me to listen to different points of view and spot blind spots I may have overlooked. It’s not about taking everything personally but finding what resonates with me. One of the most important things is transparency. I encourage open dialogue within my team. I want to create an environment where people feel comfortable discussing their ideas. This is a two-way conversation. Feedback doesn’t just come from the top; it comes from everywhere. It’s a culture of continual improvement. I also use technology to simplify the feedback process. I can get honest feedback without hierarchy filters through anonymous surveys and digital feedback boxes. But it doesn’t stop there. I take action based on the feedback I receive. Whether it’s improving my leadership style, refining my business practices, or improving my interpersonal skills, I look at feedback as a road map to personal growth. It’s important to remember that success isn’t an end in itself; it’s a journey. You’ll get feedback, learn, and watch it change you into a better version of yourself. I hope this info was useful to you. If you have any further questions or need anything else, just let me know, and I'll be happy to help. Name: James Smith Position: Founder Site: https://travel-lingual.com/ Email: james@travel-lingual.com Headshot:https://drive.google.com/file/d/1NMXIT6ekHxz1l0sW_CTl3lcbLsz2bp3X/view?usp=share_link James Smith, Founder of Travel-Lingual, is a seasoned traveler fluent in Spanish and French and conversational in Portuguese, German, and Italian. Since 2017, his website has helped thousands save money, learn languages, and explore new destinations. James aims to offer top-notch language courses, online programs, tutors, and travel information.
Founder and CEO, Private College Admissions Consultant. Business Owner at AdmissionSight
Answered 2 years ago
I've learned that feedback is a fundamental component of personal and professional growth. I actively seek constructive criticism from my team, clients, and even the students we serve. This involves regular check-ins, surveys, and open discussions to obtain a comprehensive understanding of where improvements can be made. Every piece of feedback I receive is carefully analyzed and implemented in my strategies, be it for enhancing our service offerings or refining my leadership style. This iterative process of receiving, analyzing, and acting upon feedback has been instrumental in my journey toward continual self-improvement.
One way to get in feedback on your personal development is to get an accountability partner or group involved. There are many advantages to getting accountability--it'll ensure you don't procrastinate away time and work on improving your self; you can bounce ideas off your partner and be more sure of which direction you're going; and if it's a two-way partnership, you can help each other with your individual work while you think of the perfect collaboration. So there's lots of pluses to getting accountability.