When we seek reviews and feedback on our performance and productivity it can feel like we are leaving ourselves open to whatever comes our way. It can make anyone nervous. We work hard and we strive to achieve goals. We want to be recognised for our hard work, but we often forget that feedback isn’t just about praise. We need to remember that feedback is a stepping stone. To lead us towards our future because we need direction, counselling and encouragement to grow.
Personally I am not one who likes to be told what I can improve on. I find it hard emotionally and I don’t think that I am the only one. When constructive feedback is given it can lead to any of the following reactions:
• Self-defeat
• Lack of motivation
• Defensive/Argumentative Behaviour – ‘It isn’t my fault, these other factors got in the way…‘
• Low Morale
• Stress or Anxiety
Luckily, as I have gained more experience at receiving feedback, I am now more aware that the initial feeling is only temporary. In the long term I gain so much more from valuable feedback. This is what I have learned from my experience:
The value in seeing another perspective
Sometimes I can be so focused on a task that it can be hard for me to broaden my mindset and approach it in a different way. I find it valuable to seek feedback, if I am struggling to reach my desired outcome I can gain alternate ways to find a solution. Asking for feedback is NOT a weakness!
We all have different talents and areas of expertise, so if you are asked to approach a task in a different way don’t take it to mean ‘your way isn’t good enough’. Take it as an opportunity to challenge yourself to try something new. In turn, you can provide feedback on whether or not it worked for you.
Setbacks don’t mean you have failed, it just means you’re not there yet
For example, you may have been in a role for a while and want the opportunity for a promotion. You go through the whole process of presenting it to management feeling 100% confident to only find the feedback to be ‘We don’t have anything suitable for you to step up into at this time.’ You may also be told that you require more training before moving ahead into a role of greater responsibility.
Remember, this does not mean that you have failed. Be aware of your workplace environment. If your manager turns down the opportunity at that time, ask for some specific feedback on why and then ask if you can approach the conversation at a later time. There could be structural changes, budget cuts and a variety of other issues that you are not aware of that could be influencing that decision. It doesn’t mean another door will not open later on.
Don’t dwell on what you can’t control and focus on what you can
As addressed previously I can find it difficult to accept constructive feedback. I can take it personally. Based on experience I can only recommend that you do not dwell on the feedback as a negative and have it replay in your head again and again as a sense of defeat. This will only increase stress levels and anxiety and further distract your productivity levels.
It is important to ask the person providing feedback for specific examples, show accountability for any issues (after all, any role of leadership requires someone to take responsibility), and brainstorm solutions for the future.
Any great leader will have a story about something they didn’t succeed at. It’s human nature to make mistakes. But it is what we do once we are made aware of this that will define our future endeavors.
Lastly, make sure you request feedback on a regular basis. It shouldn’t be a one off request. We are constantly learning new skills, approaches to work and experience. Not to mention the more experience we gain through feedback, the more confident we will become to pass on our feedback and experience to others.
What feedback have you received that has lead you to where you are today? What did you learn from the experience?
