The Need for Feedback
There’s one quick lesson we can all learn from the politicians promising us the moon every night from our TV screens: their constant diet of feedback. How would you like to end every speech and every day with a team full of colleagues and handlers telling you what you did wrong that day, what the people in Des Moines didn’t like, what the fall-out will be if you say or do X tomorrow, to whom you should apologize about what?
Doesn’t sound like fun? Well, hold on a moment. Maybe they’re on to something with their pollsters and pundits gathered around the podium every evening.
As a busy professional constantly balancing schedules, deadlines, and priorities, you might be overlooking an often-neglected resource in your own workplace that could make the difference between success and failure.
The resource is feedback—and it’s a business tool worth its weight in gold if mined consistently and effectively. Those who want to stay ahead in this ever-changing information age not only see constant and comprehensive feedback as a luxury but a necessity.
Take the initiative.
Most people mistakenly assume that feedback will automatically appear on their desk, in their e-mail, or in person. While they sit on their hands waiting and wondering, more insightful and opportunistic professionals know that most feedback has to be extracted, digested, and analyzed.
Don’t leave the responsibility to others. This is your job, so take the initiative.
Ask the Right People the Right Questions.
Many times it’s not that we don’t ask for feedback, it’s that we ask the wrong person or the wrong question—and we end up with gossip or guesswork.
We ask associates for information only supervisors would know, clients about things only associates would know, and supervisors for data only clients would know. To get the right response, you have to ask the right person.
The more focused your requests, the more precise and comprehensive responses will be.
As with Medicine, Apply Liberally to the Affected Area.
After you solicit and understand specific feedback, evaluate it in light of your personal goals and methods.
Is it an accurate assessment or a subjective opinion? Is the person in a position to know what he or she is talking about? Is a change in your style or method worth the effort? Will this change contribute to your long-term personal or professional growth?
Granted, not all feedback is created equal. But don’t just stand there, do something. Evaluate. Reconsider. Modify. Reaffirm. But do something! Don’t leave all the promises and payoff to the winning politician.
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Dianna, Thanks for sharing your expertise with us. Your excellent article in Speaker inspired me to
write more on the subject. Best Wishes, steve
Great post! Seldom do we as adults ask for feedback. My kids do it all the time and I’m sure that I used to as a kid. For some reason when you get older you stop asking.