Getting good feedback is a critical element of professional growth, and how you ask for it can make all the difference. Here’s a three- step process to ensure you get the feedback you really need, particularly when setting and achieving career goals.
Choose one area of personal development per quarter. Reflect on your performance objectives, skills and ambitions. Discuss them with your manager to identify the best opportunity for growth that aligns with your role. For example, you might decide to focus on developing as a strategic thinker.
then narrow your focus to a particular skill or behaviour within your chosen area. if you’re aiming to think more strategically, you might emphasise industry competitor analysis. Seek input from trusted colleagues, because people who know you well might have beneficial ideas on what would be valuable for you to work on.
Finally, ask someone to observe you work- ing on your new skill and share their feed- back. You might say, “i’m working on being more strategic and, specifically, focusing on our competitive positioning. Could you note how my references to competitors affect your perception of my strategic thinking during tomorrow’s meeting?” this will help you bet- ter understand the impact of your behaviour.
- * This tip is adapted from “How to Ask for the FeedbackYou Really Need,” by Liane Davey
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