The second half of the year has just started. It presents a perfect time to assess the first half and regroup for the next. Reflecting on our achievements, challenges, and growth areas can set the stage for a successful second half. In this spirit of reflection, I want to talk about the gift of feedback and its transformative power.
Reflecting on an Experience of Receiving Feedback
Receiving feedback can be a tough pill to swallow, especially when it’s unexpected and contradicts our self-perception. A while ago, I experienced this firsthand. The feedback I received was both shocking and did not represent what I assumed the giver thought about the situation. in my mind, I was on the right track and everyone understood the situation, but the feedback suggested otherwise. Despite the huge discomfort, I decided to look beyond the surface level. I thanked the giver and took time to reflect on what this feedback meant for me.
After some weeks of introspection, I came to a realisation. While the feedback itself wasn’t entirely accurate, I had done a poor job of representing the matter at hand. The feedback pointed out a crucial misalignment between how I wanted to be seen and how I was actually being perceived. This insight turned the feedback into a valuable gift and gave me an action for the next steps.
Personal Brand and Growth
In today’s professional world, cultivating a strong personal brand is more important than ever. Your personal brand is how you present yourself to the world and how others perceive you. It’s about aligning your values, skills, and behaviours with the image you want to project. However, maintaining this alignment can be challenging, and that’s where feedback comes in.
Processing and Using Feedback
Processing feedback involves continuous reflection and practice. To ensure that the process goes well, it is important to maintain neutrality and grace when receiving feedback, avoiding immediate reactions. Secondly, it is recommended that you take time to digest feedback, allowing it to settle in both body and mind. Understanding the feedback provider’s motives and intent can help you see things from their perspective and understand the context in which to receive the feedback.
The Power of Feedback
A recent survey by the Harvard Business Review found that employees who actively seek and constructively use feedback are more engaged and perform better. The survey revealed that 72% of employees who see feedback as an opportunity for improvement are more satisfied with their jobs and feel more aligned with their career goals. I can confirm this finding is true because I have managed two types of individuals – those who embrace feedback and those who don’t. The former grow much quicker and find contentment in their roles compared to the latter.
Separating Feedback from the Personality Giving It and Tone of Delivery
Receiving feedback from individuals we believe do not like us requires extra care. People often do not deeply consider others’ intentions and may act based on misjudgment, confusion, or an inability to accurately process information about us. It is important to recognize that feedback, even if inaccurate or delivered with hostility, can be a valuable tool for self-improvement. Understanding the motives behind feedback, even from those we may not get along with, can lead to personal growth. It is often more about our own perceptions and projections than the actual feelings of others.
Reflect and Realign
Feedback helps us reflect and realign our actions with our intentions. In my case, the feedback made me aware of the gaps in how I communicated and represented my work. This reflection allowed me to make necessary adjustments, ensuring that my actions aligned more closely with my desired image.
How do you leverage emotional intelligence to harness feedback?
By leveraging emotional intelligence, you can harness feedback effectively and use it to your advantage in personal and professional development in the following ways:
- Self-awareness: Be aware of your own emotions and reactions when receiving feedback. Take a moment to reflect on how you are feeling and why you are feeling that way before responding.
- Empathy: Put yourself in the shoes of the person giving you feedback. Try to understand their perspective and the reasons behind their feedback. This can help you respond more effectively and constructively.
- Active listening: Pay close attention to the feedback being given and ask clarifying questions if needed. Show that you are engaged and interested in understanding the feedback fully.
- Manage emotions: If you feel yourself becoming defensive or upset, take a moment to pause and regulate your emotions. Responding in a calm and composed manner will help you make the most of the feedback.
- Use feedback constructively: Instead of viewing feedback as criticism, see it as an opportunity for growth and improvement. Look for ways to apply the feedback to enhance your skills and performance.
- Follow up: After receiving feedback, take action on the suggestions or recommendations provided. Keep the lines of communication open with the person giving feedback and update them on your progress where practicable.
Leadership and Feedback Philosophy
My philosophy is that feedback should be as immediate as possible. Creating opportunities for feedback through frequent face-to-face one-on-ones with team members is crucial. These sessions provide a platform for giving and receiving feedback in a timely manner. It’s important to provide feedback in a way that encourages others to see the potential for growth rather than eliciting guilt. Constructive feedback should be framed positively, focusing on opportunities for improvement and development.
My 360-Degree Feedback Experience
If you have not taken a 360-degree feedback before, I recommend it to you, especially if you are planning to go into leadership anytime soon or already a leader. A 360-degree feedback tool is a process in which an individual receives feedback from multiple sources, including colleagues, subordinates, and supervisors, as well as self-assessment. This feedback is typically anonymous and provides a comprehensive view of an individual’s strengths and areas for improvement.
In leadership development, a 360-degree feedback tool can be used to assess a leader’s effectiveness in various areas such as communication, decision-making, conflict resolution, and team building. By receiving feedback from multiple perspectives, a leader can gain valuable insights into their leadership style and behaviour, as well as identify blind spots and areas for growth.
About two years ago, as part of a global leadership development program, I was required to send out a 360-degree feedback survey at work. It was a brave move, as I wasn’t sure what to expect. The feedback was painful but instrumental in understanding what I needed to know to move to the next level of my career.
Not all the feedback I received was actionable, and that’s an important lesson. I had to benchmark the changes against my career goals and personal values. This taught me that while not every piece of feedback needs to be taken on board, understanding how others see things is still a gift. It provides a broader perspective and helps us make informed decisions about our development.
Gratitude and Growth
Embracing feedback with gratitude transforms the way we perceive and utilize it. By seeing feedback as a gift, I’ve cultivated a mindset of continuous improvement. I now actively seek feedback and use it to refine my skills and approach.
Call to Action
Always say thank you after you get feedback because you have been given a valuable gift! Let’s celebrate feedback for what it truly is—a gift that helps us grow.
