Last week, we looked at the importance of asking for feedback to help you reach higher levels of performance, and improve close relationships. Meaningful feedback can ultimately be the difference between success and failure for you, as you uncover (or don’t uncover) important information to propel you forward.
The trouble is, people are often reluctant to give feedback for fear of hurt feelings, misunderstandings, recrimination, etc. So, ease the process and raise the likelihood that you will find the information you need by providing parameters. Here are two ways:
- Ask for feedback in one specific area (“Would you give me feedback on my presentation skills?” “Would you give me feedback on the last few proposals I’ve put together?”)
- Ask for feedback in three categories: start/stop/change (“Will you give me feedback on anything you recommend I start doing, stop doing, and/or change altogether?”)
And remember, don’t just come out and ask the person to give you feedback on the spot. It's unfair to ask someone for this kind of potentially sensitive information and expect it then and there. Combine this week’s suggestion around providing parameters with last week’s recommendations for how to ask for feedback, including giving the other person time to think it through (especially important for analytical, process-driven people). And then, go on a treasure hunt, and see what kind of helpful feedback you can find!
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