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1️⃣ Personal Story and 3️⃣ Controversial Insights on Asking & Receiving Feedback that can Help You Get Promoted
🧵🧵🧵👇
So, how do you get super concrete & specific feedback you can actually use to become a more impactful & influent professional?
Let’s start with the 3️⃣ Controversial Insights first:
1️⃣ Never ask "Do you have feedback for me?"
That is a lazy kind of feedback question.
Better, Ask Question that Require Specific Answers.
Also, avoid questions that can easily yield a yes or no response.
Why the "Do you have any feedback for me?" question is so bad?
Although genuine, that feedback question doesn't invite the person to give a concrete specific answer that you can turn into an actionable feedback 🏆 for you.
Be as specific as possible:
• What did you notice at our meeting yesterday when I was framing the topic?
• What’s one thing I did well?
• What’s one thing I should do more of or change?
Dig deep:
• “What do I do or say that conveys passion, and what’s the impact on you?”
2️⃣ Dig into compliments. Your biggest learning opportunity is likely to come from an unexpected area: your strengths.
Instead of what you did poorly and need to improve, useful feedback can also be based on what you already do well.
How can you make your strength a superpower?
For example, you might get the following complement:
• "The one thing I like about you is that in meetings you always frame topics strategically.”
You then ask:
• Thank You! That's fascinating. “What do I say or do that make my framing strategic?”
3️⃣ Be Proactive. Schedule time with the person to Receive the feedback:
Most people will say yes when asked if they’d be willing to provide feedback, but despite their best intentions, very few follow up.
Make it easier for them to deliver that gold piece of feedback to you.
❇️ ✨ BONUS ✨❇️
And this is the most important thing I see a lot of people failing at:
Never explain away the feedback.
Whether or not you agree with it, this is their perception of how you came across.
You don’t have to act or react on all the feedback you receive.
Now, let's switch to 1️⃣ Personal Story of mine on this last point about Receiving Feedback well:
For a lot of folks, especially for the profile of Senior+ Engineers & Managers I've worked with in Tech over the last 15 years (myself included):
- Getting better at receiving feedback can be even more impactful than getting better at asking for specific feedback.
A former Eng-SVP of mine used to say to colleagues that, more than often, would have an answer or explain away every piece of feedback given to them.
She would say the following during performance reviews and when delivering a 360-feedback to someone with this “profile”:
• I will give you this feedback, but I don't want to react to it or hear any explanation from you about it now. I want you to just really listen to it now. Ok?
• The only questions you will be allowed to ask now are clarifying questions to understand the feedback further, not to challenge it or explain it away. Do we have a deal?
• If you disagree with a piece of feedback, a point, or a comment I make, I will ask you to write it down and keep it to yourself for now.
• I want you to sleep on it and think deeply about the feedback for a couple of days.
• Then, if, after a couple of days of reflecting, you still disagree entirely with a piece of feedback or a comment I made and still think there's nothing in there that you can apply to improve as a professional, write down the feedback I gave you as you understood it.
• Finally, add all your points below the feedback as you understood it, all your explanations, and all the reasons why you disagree with that feedback or the impact this is causing, and then send it to me via email and schedule a 1:1 for us to discuss it further after.
🤯
Almost exactly five years ago, I was one of the people that got to hear this awesome message from her.
I will never forget how game-changer this message and this framework on how to receive feedback well and really listen was to my career.
I was promoted many times since then.
Why is this important?
1. If you are defensive, that person will probably never share another feedback with you
2. If you are defensive, you will never be able to dig deep and find 🏆
3. If you are defensive at the moment, that will block your self-reflection later on.
Please note that I’m not saying you have to act or change based on every piece of feedback you received, you don’t.
What I’m saying is that you have to make the person given the feedback as comfortable as possible and you should at least reflect on every feedback you receive.