Acting on Feedback - MAC074

In Episode 12, I discussed some strategies for soliciting effective feedback (https://www.managingacareer.com/12).  However, feedback is only as good as what you do with it.  This week, I'm going to take a look at how you can best act on the feedback that you receive.

The first step in acting on feedback is understanding what is driving the comment.  In the previous episode, I suggested that when receiving feedback, you should ask clarifying questions along the lines of "Can you explain that in more detail?" or "Tell me more."  The goal with this clarification is to turn high-level, generic comments into something more specific.

If you receive feedback that you need to "improve your communication skills", there could be several underlying causes and each one would be addressed differently.  If the source of the feedback is because you don't provide regular updates or hold back on negative news, you may need create a weekly report that you send to your superiors; you can hear more by reviewing Episode 44 (https://www.managingacareer.com/44).  However, if the source of the feedback is based on recent presentations, you may need to practice presenting more so that you become more comfortable or you might need to work on the content of your presentations (see Episode 56 - Presenting to Leaders https://www.managingacareer.com/56).  Without knowing the underlying reasoning for the specific comment, you may not work on correcting the right behaviors.

If you've received feedback, but are unable to coax additional details about what they mean, the next approach you can take is to reach out to other people that can comment on the same topic.  Continuing on the example above, if the feedback you received is about your communication skills, reach out to those that you have presented to or that you regularly provide status to.  Ask each of them specifically about the area in question.  Look for patterns in the feedback they provide and use that insight to target your improvement.

As you consider the different elements of feedback that you have received, how does that feedback align with your career trajectory as well as your personal career goals?  Prioritize anything that advances you over things that apply to your current level.  If you've created your IDP, these items should be represented on your Assessment and Next Role sections.  Review Episodes 36 through 40 for details on your IDP (https://www.managingacareer.com/36) and if you need an IDP template, drop me a note requesting one via the Contact form on the ManagingACareer.com website (https://www.managingacareer.com/contact/).

Now that you have a list of feedback to address, talk with your mentor or coach and develop an action plan.  They can help you identify training and activities that will help you develop the skills that you need.  Be sure to define goals and deadlines to ensure that you put appropriate focus on addressing the feedback.  Episode 47 covered some goal setting frameworks that you may find useful here (https://www.managingacareer.com/47).

As you reach the identified milestones, update your IDP and discuss your progress with your leader and anyone who participated in giving you feedback.  Request updated feedback based on your progress.

A career coach can help you identify activities to address feedback.  If you need a career coach, reach out to me via the  Contact Form at ManagingACareer.com (https://www.managingacareer.com/contact/).  I'll schedule an introductory session where we can talk about your career goals and determine if we would be a good fit for coaching.  If we are, we can arrange regular sessions to help you put your career on the fast track to advancement.

Are you looking for a career coach? If you reach out to me via the contact form, I will arrange an introductory session where we can talk about your career goals and how I can help. If we're a good fit, we can schedule regular coaching sessions.